Why only hiring a Data Literacy Manager won't solve your data culture problems

So, you hired or are looking to hire a talented Data Literacy Manager? Your expectations are high, as you’re investing in your data culture. They're tasked with transforming your enterprise into a data-literate organisation overnight. Yet, fast-forward six months, and frustration is setting in. Despite their best efforts, the transformation feels sluggish, and you're wondering why your ambitious data-driven culture hasn't yet materialised.

This scenario is common, because there’s still a lack of awareness of what’s needed to build a data culture. The problem lies in the flawed expectation that hiring a single Data Literacy Manager will magically fix everything.

Let's explore why investing in a dedicated Data Literacy Manager is a smart decision but also why relying solely on this hire, without adequate support, often leads to disappointing outcomes.

What is a Data Literacy Manager actually hired to do?

As the title explains, a Data Literacy Manager is typically brought on board to embed data literacy throughout the organisation. Their role involves:

• Developing a comprehensive data literacy strategy
• Implementing training programmes across departments
• Promoting best practices and embedding data-driven decision-making into the business
• Acting as an advocate and champion for data literacy across senior leadership

The expectation is clear: transform the business into one that fluently speaks the language of data. However, there's frequently a disconnect between these lofty expectations and the reality of what's possible when resources, support, and understanding from leadership aren't fully aligned.

The gap between expectations and reality

The reality of a Data Literacy Manager’s role often ends up looking far different from the original vision. Without proper support, they end up juggling numerous roles, from trainer and strategist to internal marketer and, occasionally, technical support.

Farran Florne, Data Literacy Manager at NFU Mutual, captures this vividly:

"Without sufficient support, I found myself wearing far too many hats. You can’t effectively drive data literacy strategy when you're also handling tactical execution, training sessions, managing internal communication campaigns, and trying to build out a framework that measures return on investment. The lack of dedicated resources inevitably leads to burnout and diluted impact."

Farran’s experience isn’t unique. It's common across enterprises that underestimate the scale of cultural change needed for true data literacy.

Why Data Literacy Managers need more than good intentions

Hiring a Data Literacy Manager signals good intent, but data from Gartner underscores how challenging it is to create an effective data culture:

• Only 21% of employees are confident in their data literacy skills. (Gartner, 2023)
• Organisations with strong data literacy skills report up to 5x better decision-making compared to those without. (IDC, 2024)

The potential ROI for enhancing data literacy is significant, but the journey involves a sustained, structured effort beyond hiring a single individual.

To fully realise their potential, CDAOs must address key areas of support:

1. Strategic backing from Senior Leadership

Without explicit endorsement and advocacy from C-suite executives, data literacy initiatives struggle. Leaders need to consistently communicate the value of data literacy, setting a clear vision that aligns with broader business objectives.

2. Adequate resources

Training programmes, communications, and engagement activities require budget and dedicated personnel. Expecting a single manager to fulfil these roles alone is a recipe for failure.

3. Time and realistic expectations

Transforming culture takes time. Expecting rapid results undermines the long-term objectives of sustainable cultural change.

How to empower your Data Literacy Manager

A successful data literacy initiative isn't a one-person show. Here’s how organisations can bridge the expectation-reality gap:

1. Invest in comprehensive training and support tools

Your Data Literacy Manager should focus on strategy and oversight, not creating every training session from scratch. This is the main reason why NFU Mutual decided to join forces with Data Literacy Academy. A key strategic cohort was selected, learning was designed and ready to be customised, and what could have taken years took mere months to get off the ground. Working with a partner who has this level of expertise ensures consistent quality and frees your manager to drive strategic alignment.

Provide dedicated teams or resources

If you have extra budget, hiring an extra support member (especially someone with strong communication skills who can keep internal momentum up) is a wise choice. It takes time to identify use cases, measure and validate the impact of education and ensure there’s a sustainable vision for the future of how data literacy won’t be treated as a tick-box exercise, but as a deep foundation to all organisational processes.

Encourage regular dialogue between Data Literacy Managers and Senior Leaders

Regular check-ins and feedback loops between Data Literacy Managers and senior leaders ensure alignment, provide necessary support, and demonstrate organisational commitment to the cause. We see time and time again that the most successful programmes require a C-Suite that is on board, and as enthusiastic to put data literacy as a pillar of achieving corporate objectives.

How Data Literacy Academy supports your Data Literacy Manager

Recognising the real-world complexities faced by Data Literacy Managers, Data Literacy Academy equips them with comprehensive tools and methodologies designed explicitly for enterprise success:

• Ready-to-deploy resources and training programmes tailored specifically for enterprise environments, built and delivered by expert educators.
• Adaptive learning platforms that reduce the workload on managers, allowing scalable, personalised training.
• Clear frameworks for measuring and communicating ROI on data literacy initiatives, making it easier to maintain executive buy-in.
• Community and peer-to-peer learning opportunities that prevent isolation and promote continuous improvement.

Takeaway for CDAOs: Go beyond the hire

A single Data Literacy Manager is a critical step, but without proper support, even the most talented individuals will struggle. Recognising the complexity and scale of cultural change needed ensures realistic expectations, proper support, and ultimately, a successful transformation.

Investing comprehensively in data literacy will position your enterprise to unlock significant competitive advantage, leveraging your most valuable asset (your people) to drive powerful business outcomes.

Ready to empower your Data Literacy Manager with the tools and support they truly need? Explore our solutions at Data Literacy Academy today and make your vision for a data-driven organisation a reality.

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