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How To Launch A Successful Master Data Management Initiative




Adding master data management (MDM) to your business’s digital transformation journey is an excellent way to reduce duplication errors and improve data accuracy. While there are many advantages to using MDM within your company, launching a successful initiative can be intimidating. To learn more about establishing a successful MDM initiative, check out the following steps:

Establish Clear Goals

If your team isn’t sure what your data is intended to do, it will be difficult for your organization to be successful. Effective master data management requires clearly-defined goals and objectives that articulate how MDM will help your organization reach its desired end state. Take time to consider your team’s data goals and establish specific objectives.

Your company’s goals should be well-defined and created in collaboration with stakeholders. This collaboration throughout the company will ensure everyone is on the same page and can work together to achieve a successful initiative.

Create A Data Governance Model

It’s crucial to develop an organized system for your master data management initiative, so it’s best to create a data governance model to ensure data accuracy and consistency. This model should include a detailed data strategy management plan, including roles and responsibilities.

Data governance models usually involve appointing a leader responsible for managing the initiative and ensuring that it adheres to established policies and procedures. Additionally, this model should outline how team members can access and use the data and how it will be maintained and updated over time.

Define Metrics And Measure Progress

The success of your MDM initiative should be measured quantitatively, meaning you should develop a list of metrics that define improvements in the accuracy and consistency of your data. Defining these metrics will help you track your progress and make necessary changes to ensure the initiative is successful.

It’s important to note that metrics are not only used for measuring success but can also be used to identify areas where more work is needed. By regularly assessing your data management initiative, you’ll be able to make improvements and more accurately measure progress.

Test Your Data

It’s essential to test your data to ensure that it is accurate and complete. Use automated processes such as data validation, checksums, and other testing methods to ensure your data’s accuracy before it goes live. Testing will help you avoid costly mistakes due to inaccurate or incomplete data.

Once you have successfully tested your data, it’s time to move forward and launch the initiative. Be sure to communicate any changes clearly, and ensure that the team is all on board with the new system before launching. 

Monitor And Adjust

Master data management initiatives are not set in stone and should be monitored regularly to ensure that they continue to meet your organization’s needs. Monitor the metrics you established during the initial launch phase and adjusted them as needed. Keeping a close eye on data will help you stay on top of any changes or trends and allow you to adjust the initiative if it becomes ineffective.

Additionally, don’t be afraid to learn more about your data. Make changes or adjust the initiative as needed. If specific goals aren’t being met or the data is not performing as expected, consider making adjustments to help your team get back on track.

Establish Ongoing Maintenance

Finally, it’s crucial to establish a process for ongoing maintenance to ensure your data’s accuracy over time. This plan should include designing strategies that will streamline the maintenance and update of master data, such as automating specific tasks or setting up alerts when changes need to be made. By establishing a process for ongoing maintenance, you’ll be able to ensure that your data remains accurate and up-to-date.

Ongoing maintenance also requires regular audits to ensure that any changes made do not negatively impact the data. Establishing a risk management process can help you identify and address potential issues before they become too large.

Final Thoughts

By following these steps, you’ll be able to create a successful master data management initiative that will help your organization make the most of its data. A well-managed MDM initiative will ensure that your data is accurate, complete, and up-to-date – all of which are essential for making informed decisions and running a successful business. 

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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