This post provides a comprehensive maturity model for assessing Organizational Culture and Capabilities within an organization. It covers five key dimensions: Data Literacy, Change Management, Communication, Leadership Support, and Incentive Structure. Each dimension includes specific questions to evaluate the cultural and capability aspects of data governance adoption.
Assessment Overview
The following sections assess the organization’s capabilities in fostering data literacy, managing change, communicating effectively, securing leadership support, and incentivizing participation in data governance. Each question includes maturity levels (1 to 5) with evaluation guidelines to determine your organization’s current state.
Dimension 1: Data Literacy
Focuses on the level of education on data understanding and utilization.
1.1 Is there data governance training?
Level
Description
Evaluation Guideline
Level 1
No training.
No training exists.
Level 2
Informal training.
Informal training occurs.
Level 3
Basic training.
Basic training exists.
Level 4
Regular training.
Regular training occurs.
Level 5
Comprehensive training.
Comprehensive training is proven.
1.2 Is training tailored to employee roles?
Level
Description
Evaluation Guideline
Level 1
No tailoring.
No tailoring exists.
Level 2
Limited tailoring.
Limited tailoring occurs.
Level 3
Some tailoring.
Some tailoring exists.
Level 4
Mostly tailored.
Mostly tailored training.
Level 5
Fully tailored.
Fully tailored training is proven.
1.3 Are data utilization skills evaluated?
Level
Description
Evaluation Guideline
Level 1
No evaluation.
No evaluation exists.
Level 2
Informal evaluation.
Informal evaluation occurs.
Level 3
Basic evaluation.
Basic evaluation exists.
Level 4
Regular evaluation.
Regular evaluation occurs.
Level 5
Systematic evaluation.
Systematic evaluation is proven.
1.4 Are literacy tools provided?
Level
Description
Evaluation Guideline
Level 1
No tools.
No tools are provided.
Level 2
Limited tools.
Limited tools are provided.
Level 3
Basic tools.
Basic tools are provided.
Level 4
Standardized tools.
Standardized tools are provided.
Level 5
Advanced tools.
Advanced tools are proven.
1.5 Is literacy reflected in promotions?
Level
Description
Evaluation Guideline
Level 1
No reflection.
No reflection exists.
Level 2
Informal reflection.
Informal reflection occurs.
Level 3
Some reflection.
Some reflection exists.
Level 4
Regular reflection.
Regular reflection occurs.
Level 5
Systematic reflection.
Systematic reflection is proven.
Dimension 2: Change Management
Focuses on change management during data governance adoption.
2.1 Is there a change management process?
Level
Description
Evaluation Guideline
Level 1
No process.
No process exists.
Level 2
Informal process.
Informal process exists.
Level 3
Basic process.
Basic process exists.
Level 4
Documented process.
Process is documented.
Level 5
Systematic process.
Systematic process is proven.
2.2 Are there measures to reduce employee resistance?
Level
Description
Evaluation Guideline
Level 1
No measures.
No measures exist.
Level 2
Informal measures.
Informal measures exist.
Level 3
Basic measures exist.
Basic measures exist.
Level 4
Documented measures.
Measures are documented.
Level 5
Systematic measures.
Systematic measures are proven.
2.3 Is feedback on changes collected?
Level
Description
Evaluation Guideline
Level 1
No collection.
No collection exists.
Level 2
Informal collection.
Informal collection occurs.
Level 3
Some collection.
Some collection occurs.
Level 4
Regular collection.
Regular collection occurs.
Level 5
Systematic collection.
Systematic collection is proven.
2.4 Are changes aligned with business goals?
Level
Description
Evaluation Guideline
Level 1
No alignment.
No alignment exists.
Level 2
Limited alignment.
Limited alignment occurs.
Level 3
Some alignment.
Some alignment exists.
Level 4
Mostly aligned.
Mostly aligned with goals.
Level 5
Fully aligned.
Fully aligned is proven.
2.5 Are success stories of change shared?
Level
Description
Evaluation Guideline
Level 1
No sharing.
No sharing occurs.
Level 2
Irregular sharing.
Irregular sharing occurs.
Level 3
Some sharing.
Some sharing occurs.
Level 4
Regular sharing.
Regular sharing occurs.
Level 5
Systematic sharing.
Systematic sharing is proven.
Dimension 3: Communication
Focuses on the system for communicating governance policies and changes.
3.1 Are policies communicated to employees?
Level
Description
Evaluation Guideline
Level 1
No communication.
No communication exists.
Level 2
Irregular communication.
Irregular communication occurs.
Level 3
Some communication.
Some communication occurs.
Level 4
Regular communication.
Regular communication occurs.
Level 5
Systematic communication.
Systematic communication is proven.
3.2 Are there regular updates?
Level
Description
Evaluation Guideline
Level 1
No updates.
No updates exist.
Level 2
Irregular updates.
Irregular updates occur.
Level 3
Some updates.
Some updates occur.
Level 4
Regular updates.
Regular updates occur.
Level 5
Real-time updates.
Real-time updates are proven.
3.3 Are communication channels clear?
Level
Description
Evaluation Guideline
Level 1
No channels.
No channels exist.
Level 2
Unclear channels.
Channels are unclear.
Level 3
Some clarity.
Some clarity exists.
Level 4
Mostly clear.
Channels are mostly clear.
Level 5
Fully clear.
Fully clear channels are proven.
3.4 Is there a channel for receiving feedback?
Level
Description
Evaluation Guideline
Level 1
No channel.
No channel exists.
Level 2
Informal channel.
Informal channel exists.
Level 3
Basic channel exists.
Basic channel exists.
Level 4
Documented channel.
Channel is documented.
Level 5
Systematic channel.
Systematic channel is proven.
3.5 Is communication effective?
Level
Description
Evaluation Guideline
Level 1
No effectiveness.
No effectiveness exists.
Level 2
Limited effectiveness.
Limited effectiveness occurs.
Level 3
Some effectiveness.
Some effectiveness exists.
Level 4
Mostly effective.
Mostly effective communication.
Level 5
Fully effective.
Fully effective communication is proven.
Dimension 4: Leadership Support
Focuses on the level of senior management support for governance.
4.1 Does senior management support governance?
Level
Description
Evaluation Guideline
Level 1
No support.
No support exists.
Level 2
Limited support.
Limited support occurs.
Level 3
Some support.
Some support exists.
Level 4
Formal support.
Formal support exists.
Level 5
Full support.
Full support is proven.
4.2 Do leaders make data-driven decisions?
Level
Description
Evaluation Guideline
Level 1
No decisions.
No data-driven decisions exist.
Level 2
Limited decisions.
Limited data-driven decisions occur.
Level 3
Some decisions.
Some data-driven decisions occur.
Level 4
Mostly decisions.
Mostly data-driven decisions.
Level 5
Fully decisions.
Fully data-driven decisions are proven.
4.3 Is a budget secured for governance?
Level
Description
Evaluation Guideline
Level 1
No budget.
No budget exists.
Level 2
Limited budget.
Limited budget exists.
Level 3
Some budget.
Some budget exists.
Level 4
Sufficient budget.
Sufficient budget exists.
Level 5
Optimized budget.
Optimized budget is proven.
4.4 Do leaders encourage employee participation?
Level
Description
Evaluation Guideline
Level 1
No encouragement.
No encouragement exists.
Level 2
Informal encouragement.
Informal encouragement occurs.
Level 3
Some encouragement.
Some encouragement exists.
Level 4
Regular encouragement.
Regular encouragement occurs.
Level 5
Systematic encouragement.
Systematic encouragement is proven.
4.5 Does leadership review performance?
Level
Description
Evaluation Guideline
Level 1
No review.
No review exists.
Level 2
Irregular review.
Irregular review occurs.
Level 3
Some review.
Some review occurs.
Level 4
Regular review.
Regular review occurs.
Level 5
Proactive review.
Proactive review is proven.
Dimension 5: Incentive Structure
Focuses on the reward system to encourage governance participation.
5.1 Are there rewards for governance contributions?
Level
Description
Evaluation Guideline
Level 1
No rewards.
No rewards exist.
Level 2
Informal rewards.
Informal rewards exist.
Level 3
Basic rewards.
Basic rewards exist.
Level 4
Regular rewards.
Regular rewards occur.
Level 5
Systematic rewards.
Systematic rewards are proven.
5.2 Are incentives clearly defined?
Level
Description
Evaluation Guideline
Level 1
No definition.
No definition exists.
Level 2
Informal definition.
Informal definition exists.
Level 3
Some definition.
Some definition exists.
Level 4
Mostly defined.
Mostly defined.
Level 5
Fully defined.
Fully defined is proven.
5.3 Are rewards fairly distributed?
Level
Description
Evaluation Guideline
Level 1
No distribution.
No distribution exists.
Level 2
Unfair distribution.
Unfair distribution occurs.
Level 3
Some fairness.
Some fairness exists.
Level 4
Mostly fair.
Mostly fair distribution.
Level 5
Fully fair.
Fully fair distribution is proven.
5.4 Do incentives increase participation?
Level
Description
Evaluation Guideline
Level 1
No effect.
No effect exists.
Level 2
Limited effect.
Limited effect occurs.
Level 3
Some effect.
Some effect exists.
Level 4
Mostly effective.
Mostly effective incentives.
Level 5
Fully effective.
Fully effective incentives are proven.
5.5 Are incentives aligned with long-term goals?
Level
Description
Evaluation Guideline
Level 1
No alignment.
No alignment exists.
Level 2
Limited alignment.
Limited alignment occurs.
Level 3
Some alignment.
Some alignment exists.
Level 4
Mostly aligned.
Mostly aligned with goals.
Level 5
Fully aligned.
Fully aligned is proven.
How to Use This Model
Use the evaluation guidelines for each question to assess your organization’s maturity in organizational culture and capabilities across all dimensions. Identify gaps in data literacy, change management, communication, leadership support, and incentive structures, then take steps to progress toward higher maturity levels by implementing tailored training, systematic processes, clear communication channels, strong leadership support, and effective incentives.
The author has lived and breathed the life of a data steward for years, wrestling with data to keep organizations on track. Through countless hours of consulting—both giving and receiving advice—learned one thing: explaining and leading data governance is no easy feat.
