145 épisodes

Artificial intelligence is a tremendously beneficial technology that's advancing at an incredibly rapid pace.
As more and more organisations adopt and implement AI we find that the main challenges are not in the technology itself but in the human side, ie: the approaches, chosen problems and what's called 'the last mile', etc.

That's why Data Futurology focuses on the leadership side of AI and how to get the most value from it.

Join me, Felipe Flores, a Data Science executive with almost 20 years of experience in the space. Every week I speak with top industry leaders from around the world

Data Futurology - Leadership And Strategy in Artificial Intelligence, Machine Learning, Data Science Felipe Flores

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Artificial intelligence is a tremendously beneficial technology that's advancing at an incredibly rapid pace.
As more and more organisations adopt and implement AI we find that the main challenges are not in the technology itself but in the human side, ie: the approaches, chosen problems and what's called 'the last mile', etc.

That's why Data Futurology focuses on the leadership side of AI and how to get the most value from it.

Join me, Felipe Flores, a Data Science executive with almost 20 years of experience in the space. Every week I speak with top industry leaders from around the world

    SL-8 Data Skills, Check. What About Soft Skills?

    SL-8 Data Skills, Check. What About Soft Skills?

    In this episode we have Figen Ulgen, Head of Data & Analytics at Woolworths NZ and Angela Kim, Head of Analytics & AI at Teachers Health joining us for a conversation around soft skills and their relevance in the world of data.

    Figen gives soft skills the same importance as technical skills, given that both of them are necessary for individuals to reach success.

    Soft skills may come naturally for some people, but even those who struggle can learn them. It may not come automatically, but it is definitely possible to improve. Angela encourages organizations to provide training for their teams in this area, to help them understand each other and their differences better, and also to learn from each other.

    Quotes:


    "If you don't have the communication skills or the ability to try and see things from their perspective, I think it is pretty difficult to get to the actual analytics part."

    "We need to be able to socially well coordinate relationships because it is adding another dimension to the workplace."


    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data

    Read the full episode summary here: #SheLeads Ep 8

    Enjoy the eighth episode of our #SheLeads Series!


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    • 52 min
    SL-7 Innovation and Disruption in the Finance Industry

    SL-7 Innovation and Disruption in the Finance Industry

    On our 7th episode we are joined by two very talented women, Siew Choo Soh, Managing Director & Group Head of Consumer Banking and Big Data/AI Technology at DBS Bank and Terisa Roberts, Director and Global Lead: Risk Modelling and Decisioning at SAS.

    Siew Choo shares with us DBS’s mindset around innovation. For them, the use of technology does not equate to innovation. They don’t have a designated innovation department, just a small innovation team whose job is not to innovate, it’s rather helping other people across the bank to innovate. They provide resources to enable everyone to be able to innovate by empowering the individuals and teams to be curious.

    Terisa draws attention to a recent study by Deloitte, showing that firms who invest in diversity and innovation are 8 times more likely to achieve their business outcomes. She also mentions that in Risk Management, they monitor the algorithms they’re using in society and how these algorithms can discriminate against certain groups. Whenever they are faced with these challenges, a diverse team is in charge of identifying and remediating these biases.

    Quotes:


    "Their job is not to innovate, their job is to help other people across the bank to innovate."

    "You have to introduce bias to unbias your algorithm, because the algorithm has been trained by biased data."

    "Because of historical biases that were present in the training data that the algorithms learned from, that was perpetuated. A diverse team would have been able to stop that bias from becoming operational in the way decisions are made within that firm."

    "To make them understand each other from the different background they have, whether from cultural perspective or job experience perspective, can sometimes be quite a challenge, but I would say that once you manage to go through that initial phase you’ll see that it will help you get the best results, if you have a very diverse group of people."




    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data

    Read the full episode summary here: #SheLeads Ep 7

    Enjoy the seventh episode of our #SheLeads Series!


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    • 43 min
    SL-6 Why Data-Driven Marketing is a Must

    SL-6 Why Data-Driven Marketing is a Must

    In this episode we have Vidyarth Eluppai Srivatsan, Director of Marketing Technology at The Coca-Cola Company and Pavel Bulowski, Chief Marketing Officer at Meiro and Co-Founder of She Loves Data.

    Vidyarth describes the Director of Marketing Technology position as a bridge between the roles of Chief Data Officer, Chief Marketing Officer and Chief Information Officer. It’s about going across the marketing, digital or technology to bridge the knowledge gaps and come up with both the strategy and execution.

    Data’s importance in marketing has soared. Currently, there are over 8000 AI and automation platforms available for marketers to take advantage of, so it can be tricky to know which ones are worth our attention and money. Pavel emphasizes the importance of thinking of them as strategic purchases and looking for the ones that offer capabilities that will help differentiate ourselves from the competition.

    Quotes:


    "Often when I work with people on my team who have that one very linear trajectory in their career, they are good at what they do but they don’t see a bigger picture. That’s what I can bring to the table, synthesize across the board a little bit more."

    "This role is a bridge between all those roles, CDO, CMO, CIO, that deal with marketing. There is a definite knowledge gap. We can’t expect all of these functions to know everything about how the fundamental layer that connects each of these buckets to really come through, and that to me is the central role of anyone who heads up the domain of marketing technology. So regardless of where this role sits, this particular person has to think about going across the marketing, digital or technology to bridge the gaps and really come up with both the strategy and the execution of the angles. That in essence is what the role entails, the definition of the structure will vary across companies but the purpose is to bridge the knowledge gap between these departments."

    "It’s a bit of a blindside because you can’t drive businesses by data, I think that’s a bit of a misconception. Business has to be driven by business, you need to have business objectives.In my mind it’s business driven and informed by data, but not data-driven on its own. When people put it out, a bit out of context and into the open it often feels like there are a bunch of data scientists who are able to find these whole new insights and directions for a company, and it is not necessarily so straight forward. Often, data analysts don’t have the business context. I think over the next couple of years it’s going to go back and we are going to hear more of business reasoning in marketing again, supported by data, of course."


    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data

    Read the full episode summary here: #SheLeads Ep 6

    Enjoy the sixth episode of our #SheLeads Series!


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    • 53 min
    SL-5 Diversity and Representation in AI

    SL-5 Diversity and Representation in AI

    With AI determining many system-led decisions, from who gets a job, a loan or business opportunity, the need to ensure diversity and inclusivity in the creation of algorithmic rules becomes more important.

    In our fifth episode, we have Glenda Crisp, Chief Data Officer at National Australia Bank. She started her career in tech as a programmer in a bank in Canada and then went on to get an MBA. Before being recruited by NAB, she worked at TD Bank in Toronto. As the Chief Data Officer at National Australia Bank, both her business and technological side come together.

    Diversity is a key topic at NAB. They have 6 pillars of inclusion that they target, which are: Gender Balance, NABility and Neurodiversity, NAB Pride, Cultural Inclusion, African Inclusion and Indigenous. When it comes to bias you have to actively look for it and manage it, given that AI learns from data, historical data is a result of human decisions and humans are biased. NAB has an ethical framework for the use of data, machine learning and AI. 

    Quotes:


    "Nothing moves faster than technology [so] pay attention to the big themes that are going on across industries."

    "We can’t just ask AI to be more fair but we actually need to prescribe math that is fair."

    "The one thing I always say to young women when I get the chance is ‘please do not become complacent.’"



    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data


    Read the full episode summary here: #SheLeads Ep 5

    Enjoy the fifth episode of our #SheLeads Series!


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    • 55 min
    SL-4 Building a Data Team with Diversity Front of Mind

    SL-4 Building a Data Team with Diversity Front of Mind

    In this episode, we have Virginia Wheway Vice President of Data & Analytics at Koala and Jan Sheppard, Chief Data Officer at the Tertiary Education Commission in New Zealand.

    Diversity is a broad area, and it includes gender, age, ethnicity, etc. Fostering diversity in an organization starts with the recruiting and hiring process.To make sure you hire the right people for the job you need to establish what you need or want for that role before you start recruiting, and then take out all your biases that might come into play.

    Diverse teams need leaders who are brave and ready to get outside their comfort zones, stay tuned to learn their tips on how to foster diversity in your team!

    Quotes:


    "In another company I was at before, the machine learning people have been repurposed to design dashboards."

    "The sorts of people I hire are not so rigid that they will only do one thing."

    "The real skills that are shining through and that people need are flexibility and adaptability because covid has made us in many ways. We need people who are adaptable and also understand the business."

    "Especially when appealing to women, it takes a different description. A lot of job descriptions across the board use male language, very direct and definite language. There are a lot of lessons to take out of this, but certainly how we advertise ourselves and how we build our relationships."


    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data

    Read the full episode summary here: #SheLeads Ep 4

    Enjoy the fourth episode of our #SheLeads Series!


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    • 58 min
    SL-3 #RealTalk: The Covid19 Juggle- Women in TECH Talk About the Challenges of Working from Home

    SL-3 #RealTalk: The Covid19 Juggle- Women in TECH Talk About the Challenges of Working from Home

    When lockdowns started, people around the world, especially women, found themselves juggling with their personal and professional lives. In this episode we have Kathryn Gulifa, Chief Data & Analytics Officer at Worksafe Victoria, and Stuti Sharma, Director of Data Science at Visa who share with us the challenges they faced while trying to cope with the new normal.

    Stuart Garland, Director at Talent Insights Group gives us the recruiters’ perspective on the covid impact and tells us employees are not the only ones adapting to changes, employers are doing so as well. Some of them are beginning to realise remote work can be productive and perhaps there is an opportunity for some work from home to offer employees flexibility post covid-19.

    Quotes:


    "I was trying to balance full time work while caring for a 2 year old and a 6 month old. Which I found, honestly, really challenging and had many ups and downs from the mental health perspective, both trying to understand my place in the world having just returned from work and joining back into an organization that was facing a very different economic situation and different priorities than when I left."
    "I had my laptop setup on the dining table and it was always there, even over the weekends. I think it was mostly self-inflicted, I would find myself working late in the night and then I realized that it was not sustainable. This thing was not ending anytime soon, and I made a conscious effort to draw a line between my office hours and time with my family."
    "I have a team member that says it’s not working from home, it’s living at work."


    Thanks to our sponsors:

    Shine Solutions Group

    Talent Insights

    SAS

    Women in Analytics (WIA) Network

    Growing Data



    Read the full episode summary here: #SheLeads Ep 3

    Enjoy the third episode of our #SheLeads Series!


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    • 47 min

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