How can managers summarize what we do and put it into a job title? Last time we explored “What is it we are trying to communicate with job titles?” but scoped to the individual contributor. Today, let us explore the same but for people leaders.

What is it that we are trying to communicate with job titles? Prestige, pay grade, duties – we set expectations and communicate authority and competency via our job titles, but there is chaos due to wild variability. Let us create some standards so you can build your team and set proper expectations.

Start embracing difference by embracing diversity. Doing so increases change and innovation, improving decision making and quality of ideas, and ultimately leading to higher revenue. It is the right thing to do, and it is past time we ensure we are doing it.

It is difficult to hire technologists, and hiring practitioners in the continually evolving science of data and analytics even more so. Let us examine whether you need data scientists, or, like how computer science has given way to software development, has data science paved the way for hands-on practitioners to take over?