How can you manage your team's workload as a Data Governance leader?

Share ownership and outcomes of data driven goals Charter a brief gap analysis with executive sponsors, business consumers, and a Data Governance champion - quantifying shortfalls. Establish a mission charter - defining improvements data governance will provide. Quantify how cross-functional teams gain better understanding of data relationships, change impact, purpose and consumer outcomes from Data Governance. Define business processes and outcomes that will gain value from Data Governance. Organize the above into a published Gantt chart with milestones, due dates, owners, voting rights (critical) and deliverables. Measure and manage the Data Governance workload with deliverables, deadlines, owners...and kind persistence.

In my experience, I try to implement "flexible specialization" in DG teams. This approach encourages members, like data analysts, to develop skills in adjacent roles such as data stewardship. This strategy reduces bottlenecks, as team members can fill in for different roles, ensuring continuity in work. It also promotes a holistic understanding of data governance, enhances career development, and fosters a collaborative culture. Implementing this requires a supportive environment and opportunities for cross-training. When applied effectively, it significantly boosts team efficiency and job satisfaction.

In my experience, treating skills as dynamic assets is game-changer. Checking in on everyone's strengths regularly and matching tasks with their growing expertise creates an atmosphere where personal growth is the key to success in data governance. It's not just about making the workload flow better; it's about sparking innovation and molding a high-performing team that consistently hits the goals.

First I would separate your data governance goals and priorities into larger chunks. Then from there give those goals steps to get there. The key ingredient is then TIMELINES. All these larger goals and their smaller objectives need carefully cultivated start dates and deadlines. Then you must COMMUNICATE these deadlines in an effective way for your organization, team members, data stewards, data council members, and whoever else you work with.

Prioritize tasks, set clear expectations, and leverage automation to streamline processes. Regularly communicate goals and provide support for team members, ensuring a balanced workload and adherence to data governance standards.

Prioritizing Data Governance initiatives can help manage workloads. For example, I’ve seen a healthcare provider implement a centralized data management platform, integrating disparate systems across departments. This Data Governance initiative standardized data, improved access, and ensured compliance. The result was enhanced data quality, reduced time on data corrections, streamlined access for staff, and automated reporting. These changes allowed the DG team to focus on strategic initiatives rather than daily data issues, significantly boosting overall efficiency and productivity in managing the DG workload.

Communication and collaboration with the DG team and stakeholders can significantly help manage a Data Governance workload. It helps in two primary ways. Firstly, it clarifies expectations and requirements from the start. This ensures a clear understanding of stakeholder needs, preventing rework and misallocation of resources, thereby streamlining the DG process. Secondly, gaining buy-in and support from stakeholders, particularly leadership, is crucial. This support facilitates resource allocation and smoother policy implementation, fostering a proactive data governance culture across the organization. These elements effectively reduce the strain on DG teams, enabling them to focus on delivering value and overcoming preventable obstacles.

Delegation of tasks should be based on individuals strengths and expertise. Empower your team members to take ownership of specific areas within the data governance framework.

Delegation and empowerment help address DG workloads by enhancing efficiency through task allocation based on individual strengths and ensuring swift and effective workload management. Secondly, they promote accountability, with team members taking ownership of their tasks, leading to more engaged and reliable handling of responsibilities. Lastly, they allow leadership to focus on strategic goals, diverting senior members’ attention to central DG strategies rather than daily operations. These methods balance workload distribution, foster a proactive team culture, and align DG efforts with organizational objectives.

In my experience it is important to have regular check-ins with your team. The recurring sessions ensure that everyone is on track and to identify any potential roadblocks.

Clear communication, prioritization, and delegation. Establish open channels for discussing workload concerns. Prioritize tasks based on their impact and urgency. Delegate tasks evenly, considering each team member’s skills and capacity. Regularly review and adjust workload distribution to ensure fairness and prevent burnout. Encourage team members to take breaks and maintain a healthy work-life balance.

In Data Governance, a skills assessment revealing a Gap Analysis allows immediate workload redistribution based on team strengths, ensuring efficient short-term workflow. However, for long-term effectiveness, tailored training plans are crucial. Addressing skill gaps through targeted development enhances individual capabilities and strengthens overall team proficiency. This dual approach of leveraging current strengths while fostering growth ensures robust and efficient workload management in both the short and long term.