Data should be an indispensable component of the problem-discovery process at Company X because it forms the foundation on which the firm delivers value to its clients. This is because a reliance on superficial symptoms or assumptions can result in a misallocation of resources during the implementation of solutions to the identified problems (Weeks, 2022). Furthermore, such an oversight can lead to the implementation of ineffective solutions that do not even address the root causes of the challenges at hand. For Company x, accurately identifying a client’s people-related problems is critical in designing effective interventions. This rigorous method transforms Company X from a generic advisor to a strategic partner capable of delivering effective results.
In addition, using data in problem identification enables Company X to rise above anecdotal evidence to expose the real performance and productivity metrics within a client’s organisation (Becker, 2017). For instance, a client may notice that they have a recruitment problem, but a detailed analysis of workforce data might reveal that the core issue is actually poor onboarding, ineffective leadership development, etc, hence the need to direct effort towards addressing the real problems.
Finally, for Company X EBP will enhance credibility among clients, ensure that its recommendations are defensible and remain grounded on the genuine needs of the clients. Parrish (2018) emphasized that EBP starts with asking the right questions then using data to accurately define the challenge that the client is facing. This practice has the added advantage of aligning with evidence-based management which encourage the use of critical thinking and evidence to inform decision-making, hence reducing bias while increasing the likelihood of success.
