Conclusion

It is vital to recognize that an organization will not successfully integrate big-data and analytic agendas without first addressing their leadership values and organizational culture. To truly exploit the unrealized potential that big-data and analytics have to offer, leaders must verify that they have prioritized designing an organization founded on employee empowerment, transparency, and receptivity to innovative problem solving and thinking. This can be accomplished by giving analytic positions a seat at the executive table and investing in employee training opportunities. Furthermore, it is important to create a safe space that takes the time and resources to address findings of employees that are using and generating the data. Analytics should be woven throughout a company and involved in the objectives of every employee instead of siloed into IT departments as in the past.

Big-data provides the capacity to shift the world on its axis, as poignantly stated by Bolling and Zettlemeyer, "previous disruptions challenged the way things were done; big data challenges what we think we know". Overall, the time has come for leaders to apply the theories and values of transparency, empowerment, and innovative thinking to embrace the new world of big-data and data analytics and truly transform our society.