What do you do if your executives in Statistics lack the necessary qualities?

Comprehensive Review: Conduct a thorough assessment of current skill sets and capabilities using standardized tools to identify specific areas needing improvement. Benchmarking: Compare skill levels against industry standards or those of leading companies to establish clear benchmarks for necessary competencies.

I am wondering about the wisdom of assessing for baseline information when the scenario already has it as a given that the executives are deficient. If the assessment is to discover how deficient and in what areas deficient, fine. then a "tailored development plan" (sic) would be a good idea.

Fortunately, we live in an age where training options are far more accessible than they have ever been. When considering options for training, you must think about the executive culture. Is the executive team old school? Then they are more likely to respond to formal workshops that are provided by agencies in the area. Search for these and present a list of them to the executive team. Does the executive team prefer to have discussions about their learning? Then perhaps providing individualized online training and meetings to discuss what everyone is learning may be more in-line. No matter what you decide always remember this: think about your audience first.

Targeted Training Programs: Design or source specialized training programs focused on the identified skills gaps. These could range from statistical methodologies to leadership and decision-making. Professional Development: Encourage participation in workshops, seminars, and courses that offer both theoretical knowledge and practical applications in statistics.

Clear Objectives: Set clear and measurable performance objectives that align with both individual roles and the organization's strategic goals. Regular Assessments: Use these metrics to regularly evaluate performance and progress, ensuring feedback and adjustments are timely.

Executives who administer statistics and program policy often do not understand the nuances of inference or reasons the data look like they do. If they are teachable and not defensive about the findings, explication on their level often works to inform. If they are defensive about findings and resistive to listening and learning, they should be informed that appropriate tests were done on data and the results stand as their own defense.

Mentorship Programs: Establish mentorship programs linking executives with experienced leaders either within or outside the organization. Collaborative Projects: Encourage involvement in team projects that allow for skill enhancement through peer learning and collaboration.

Expert Insights: Hire external consultants with expertise in statistical leadership to provide an unbiased view of executive performance and needed competencies. Best Practices: Leverage external consultancy to introduce industry best practices and innovative approaches to problem-solving and decision-making.

Continuous Feedback Loop: Develop a system of continuous evaluation that includes regular feedback sessions, allowing for ongoing adjustments to training and development plans. Adaptive Strategies: Ensure that the approach to executive development is flexible and adaptive, capable of evolving with changes in the field and organizational needs.