One of the best examples is the way HR uses data in daily life.
New systems give a lot of insights and opportunities. But HR functions very often do not change the way of working, forget to up-skill business partners to understand data & patterns, draw the right conclusions and also finally being able to put a price tag on a problem.
Instead of immediately enhancing the HR function with the right profiles and prepare business partners to work number driven leadership often hopes that the system implementation itself magically improves things.
Of course this is a false hope – without the people adopting different ways of working and embracing number-driven approaches it’s a big waste of money and time.