As we reflect on 2024 and look ahead to 2025, there is one, overarching theme: at a time of unprecedented AI advancement, human capabilities have become more crucial, not less. This paradox defines our moment—as technology grows more sophisticated, the distinctly human elements of transformation become rate-limiting factors for success.
General Observations
Integrating AI into organizations exposes a critical paradox: as technology grows more sophisticated, distinctly human capabilities become rate-limiting factors for success. Speaking at data, education, and leadership conferences throughout 2024 reinforced what many of us have long suspected but struggled to address: technical excellence alone cannot drive sustainable transformation.
This understanding inspired and informed my recent publications. Driving Data Projects helps teams navigate technical complexities and the crucial human dynamics that determine success. Its companion volume, Driving Your Self Discovery, provides frameworks for developing the human skills to lead transformative change. Together, they address what conference discussions consistently revealed—that successful transformation depends on implementing new technologies and cultivating environments where people can learn, adapt, and evolve together.
The timing of these works proves particularly relevant as organizations grapple with unprecedented change. Recent data shows that by 2030, approximately one-third of current workplace tasks could be automated, with AI accelerating productivity growth to 3-4% annually. This isn't just another technological revolution; it's a fundamental reimagining of how we work, learn, and adapt.
key patterns emerged this year that will shape 2025
A Need to Return to Fundamentals. While headlines focused on AI capabilities, successful organizations rediscovered that most advanced technology can only move as fast as people can adapt. In 2024, we saw organizations struggling not with technology implementation but with the human dynamics of change. The most successful teams focused on solid implementation, rigorous decision science, and the art of asking the right questions.
The Need for Cultural Humility. Technical expertise alone is no longer sufficient. There is an increased demand for leaders who can balance IQ (technical knowledge), EQ (emotional intelligence), and AQ (adaptability quotient). The most effective leaders recognize that their growth journey mirrors their organization's transformation path.
The Integration Imperative. The gap between technical possibility and organizational readiness continues to widen. Organizations achieving sustainable transformation excel at weaving new capabilities into existing human workflows. They recognize that technical excellence alone cannot bridge this gap–success requires understanding how technology can enhance rather than replace human judgment.
Regional perspectives significantly influence transformation approaches. For example, Australia’s measured positioning of AI as a collaborative tool rather than a replacement for human judgment contrasts sharply with Silicon Valley’s more revolutionary ambitions. These cultural differences shape how organizations worldwide navigate change, revealing how local values and priorities influence global transformation patterns.
Key Insights Shaping Data Leadership
Research and work with data organizations this year contributing to the just-published Driving Your Self-Discovery revealed several fundamental truths that challenge (and help) traditional approaches to data transformation:
Drawing from extensive research and practical experience, successful transformation requires a sophisticated understanding of organizational dynamics. The Waterline Model reveals how visible elements like processes and metrics interact with hidden factors such as culture and trust. Leaders must navigate both dimensions to create lasting change.
Understanding data archetypes is crucial for effective transformation. During change initiatives, different personalities emerge, from enthusiastic evangelists to cautious guardians. Successful organizations learn to work with these patterns rather than against them, creating environments where diverse perspectives strengthen outcomes rather than create friction.
Human skill development becomes increasingly vital as technology evolves. Organizations need thoughtful approaches to cultivating emotional intelligence, adaptability, and effective communication. This development isn't separate from technical training but is intertwined, creating more resilient and adaptive teams.
Digital Pioneers: Which one are you?
When these pioneers work together, they deliver better outcomes and fundamentally change how organizations approach problems and make decisions.
There is a support gap—Many organizations focus heavily on technical training while underinvesting in the support needed for sustainable change—and this support gap is wider than we realize. It's not enough to train people on tools and techniques. Real change happens when organizations build:
Professional coaching targeted at key inflection points where traditional approaches fail
Peer coaching networks that sustain momentum through challenges
Systematic approaches to developing coaching skills that create self-reinforcing cultures of growth
Looking Ahead: Critical Focus Areas for 2025
Invest in Human Capabilities. Just as we wouldn't launch a data platform without proper architecture, we can't expect transformation without developing human capabilities to drive it. This means creating intentional spaces for learning, experimentation, and growth.
Build Collective Decision-Making Capabilities. Beyond individual skill development, organizations need systematic approaches to developing critical thinking at scale. Currently, there is too much monocropping on data teams—hiring more data scientists not will solve their problems. Instead, greater diversity in perspective and approach is needed: project managers who understand implementation challenges, user experience researchers who see human impacts, and business analysts who can frame the right questions. This diversity creates richer decision-making frameworks and more robust solutions.
Foster Genuine Psychological Safety. Not just as a buzzword but as a practical foundation for transformation. Teams need environments where they can experiment, fail productively, and learn continuously without fear of career repercussions.
2024: Year in Review
My goal is always to shape the future with clarity and purpose. Through my work, I've helped individuals, teams, and organizations navigate complexity and identify opportunities amid uncertainty. Here are some highlights:
Driving Thought Leadership: Published articles through The Data Administration Newsletter, reaching a focused community of data professionals; joining as co-editor of the DMBOK 4th edition (upcoming). Released two major works addressing critical gaps in data leadership:
Driving Data Projects: A Comprehensive Guide February 2024): A comprehensive guide empowering data teams to navigate project complexities and foster data-informed cultures, complete with practical tools, worksheets, and methodologies.
Driving Your Self Discovery: Leveraging Human Skills as a Catalyst for Data Transformation (December 2024) is an essential resource for ensuring technological advancement benefits everyone. It introduces vital frameworks, such as the data biography concept, and a comprehensive support spectrum for developing leadership capabilities.
The AI Rights Declaration invites education leaders, educators, technology providers, policymakers, and communities to join a collaborative effort to shape a future where AI in education works for the benefit of all students—safeguarding privacy, well-being, and social equity. Check it out and add your thoughts and support to the cause! #AIEDRights Learn more about the background of this effort here.
Inspiring Data Leaders: Delivered presentations to executives and leadership audiences, helping them understand emerging trends and make better-informed decisions. Regularly speak at academic, leadership, and data conferences emphasizing the critical, strategic partnership needed between Chief Data Officers (CDOs) and Chief Human Resource Officers (CHROs) for developing adaptive skills.
Shaping the Discipline: Participate in invitation-only conversations with analysts and consultants in the data industry, sharing insights on emerging trends and transformative forces of change and contributing to critical conversations that shape industry direction.
Investing in Future Talent: At WSU Carson School of Business, I introduced multiple cohorts of EMBA students to integrating GenAI fundamentals in their coursework and taught specialized data management courses designed to prepare them for leadership in a rapidly changing world. I also built a project management course for a first-generation MSAI program. I am currently researching governance leads and their perceptions of ethical agency.
Recommendations for Data Projects in 2025
Why Fundamentals Matter More Than Ever
Many vendors are making promises AI will solve all your problems. Against such promises, these recommendations might seem surprisingly basic. But here’s what I’ve learned: the faster technology advances, the more crucial fundamental solid practices become. Here are five ideas from Driving Data Projects on how to do it. (Get the book for helpful questionnaires, worksheets, examples, cases, and illustrations.)
Get serious about sponsorship. While everyone chases the latest AI tools, organizations that succeed with data transformation ensure active, engaged leadership. They know visionary sponsors don't just fund initiatives—they actively remove barriers, align stakeholders, and prioritize long-term value over quick wins. Without this foundation, even the most sophisticated AI tools become expensive shelfware.
Cultivate the right team composition. The instinct to staff projects purely with technical experts ignores a crucial truth: successful data initiatives require diverse perspectives. Beyond data scientists and engineers, you need process experts who understand implementation realities, change agents who can navigate cultural barriers, and business translators who ensure solutions address real needs. This diversity doesn't slow innovation - it ensures solutions stick.
Embrace structured project management. With AI capabilities evolving weekly, it can be tempting to skip straight to implementation. However, organizations seeing real returns take time to establish clear structures. They integrate project and change management from day one, knowing that technical excellence without organizational readiness leads to failure. Their management approach balances speed with sustainability.
Develop robust change capacity. One-time transformations no longer work in a technology landscape that never stops evolving. Organizations must build systematic approaches to change that enable continuous adaptation. This isn't about slowing down innovation - it's about ensuring your organization can absorb and benefit from technological advances rather than being overwhelmed by them.
Maintain persistent focus. While the tech industry pushes constant pivots toward the next big thing, sustainable transformation requires unwavering attention to defined goals. Successful organizations resist the shiny object syndrome by maintaining clear success metrics that balance technical achievement with business value. They know that bouncing between initiatives breeds cynicism, while sustained focus builds momentum.
Yes, it is possible: Evidence in Action
The question I often hear is: “Is this kind of transformation possible?” The evidence is compelling. In Driving Data Projects, I document how I successfully navigated complex data transformations at Microsoft and Starbucks by addressing both technical and human dimensions of change. These aren’t just case studies—they’re blueprints for what’s possible (by someone who has done the work) when organizations commit to comprehensive transformation.
Uruguay’s Plan Ceibal offers another powerful example. When they launched their digital inclusion initiative, skeptics predicted another failed tech project. Instead, they achieved what many thought impossible. Through sustained commitment across four administrations, they transformed their entire educational system. Their success didn't come from technical sophistication alone but from understanding how human factors drive sustainable change. By investing $100 per student annually, they achieved 93% student retention rates and improved mathematics learning outcomes by 27%.
What makes these transformations successful isn't just tools or skills—though both matter. Success comes from the less tangible elements that many organizations overlook: genuine sponsorship, strategic timing, sustained momentum, and comprehensive training. These elements are harder to measure and, therefore, often more challenging to prioritize. Yet they're precisely what determines whether a transformation takes root or withers.
Vietnam's adaptation of the Escuela Nueva model provides another instructive example. Rather than simply importing a Western approach, they aligned it with local cultural values and achieved remarkable results at just $17 per student annually. Their success came from understanding that transformation isn't about following a universal template—it's about adapting principles to local contexts while focusing on human needs.
These cases, which I explored in depth at recent data, education, and leadership conferences, reveal a common truth: successful transformation requires patience, persistence, and deep attention to human dynamics (and ethics). Organizations that rush to implement new technologies without addressing cultural readiness inevitably struggle. Those who take a more measured, human-centered approach—while consistently focusing on their goals—achieve sustainable results.
2025: What’s Ahead
Teaching a master class at TDWI on leading transformative data initiatives! Want to know how to lead these effectively? New for 2025: take a deep dive into applied learning using the Data Project Framework™. Receive a free copy of Driving Data Projects with your registration. Registration is still open.
Stay tuned for more thought leadership. After being focused on publishing this year, I'm excited to share new insights, research, and speaking engagements in 2025.
A Personal Note
Technical challenges often mask deeper human dynamics, but the persistent questions that keep leaders awake aren't about the technology—they're about maintaining operational excellence while guiding people through unprecedented change. With 12 million workers facing job transitions by 2030 and lower-wage workers 14 times more likely to be affected, our work isn't just about implementing technology—it’s about ensuring technological advancement serves everyone.
I remain energized by the opportunity to help leaders and organizations thrive in this unprecedented change. Thank you to my students, clients, collaborators, and partners for trusting me to observe, facilitate, and guide your experiences toward new horizons. To those who contributed to my success—who forwarded an article, invited me to speak on a podcast, or submit a proposal—I offer my sincerest appreciation. No one builds their platform alone.
We must focus on keeping everyone in the game rather than seeking star players. Here are yesterday’s lessons, today’s triumphs, and tomorrow’s possibilities.
Wishing you transformative growth in the year ahead,
Christine Haskell, PhD