Half of Active CDOs Say Organizations’ Expectations of the CDO Role Are Misinformed

Two-fifths agree there is currently a lack of support for candidates looking to move into a CDO role

Despite high demand for strong data leadership, there is still much confusion and uncertainty about the Chief Data Officer (CDO) role. This is according to a new study launched today by the high-performance analytics database, Exasol, which found half (50%) of CDOs believe the value of their role is not yet recognized in the business world, while a similar number (46%) say that organizations’ expectations for the CDO role are too high and are misinformed.

Marketing Technology News: The Impact of Influencers Continues to Grow as Consumers Seek Authenticity

Landmark @exasolag study defines the changes needed for today’s aspiring CDOs — and the organizations that recruit them — to prosper.

This may explain why many organizations struggle to find the right candidate to fill vacant CDO roles. And even for those that do, it’s often a brief relationship, with CDOs having the lowest tenure of all C-suite roles. Exasol’s study, which aims to help employers and aspiring CDOs increase their chances of carving out a successful position, supports this in finding 1 in 5 (17%) of the CDOs surveyed had only stayed in their previous role for between one and two years.

Marketing Technology News: Dubber Acquires World Class AI Technology Company Notiv

High demand and headhunting are of course a factor, but Exasol’s findings highlight other common patterns including: a lack of support/resources (23%); the scope of the role not meeting expectations (20%); a lack of fit with company culture (19%); a lack of a clearly defined role (18%); and members of the C-suite being difficult to work with (14 %) as key issues influencing their desire to move on.

Another factor at play here is that many organizations hiring for a CDO role are prioritizing those with technical expertise. Exasol’s study found that three quarters (73%) of CDOs surveyed came from a technical background, whilst just 3% were from an arts/creative background.

“Organizations need help to overcome the roadblocks to success and embrace a CDO who’s role is no longer about simply governing data – but liberating it and improving data literacy across all levels of the organization. In this respect, I believe tunnel vision towards only hiring candidates from technical backgrounds is resulting in a major missed opportunity,” said Peter Jackson, Exasol’s Chief Data and Analytics Officer. “From my own experience, candidates from diverse backgrounds, such as HR, marketing and philosophy, can bring a lot to the CDO position because they are inclined to focus on people, rather than just the technology. Non-technical candidates are often great data storytellers too as they can translate data into business results that engage and influence stakeholders and improve data literacy in the process.”

Marketing Technology News: MarTech Interview with Eddie Porrello, Director of Product at Amber Engine