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Month: April 2025

The Future of Insight Teams: In-Demand Consumer Analytics and Essential Skillsets for 2025

The role of insight teams is undergoing a profound transformation.


Fuelled by AI, automation, and evolving stakeholder expectations, the demands on today’s insight leaders are sharper, more complex, and more strategic than ever.

The critical question now facing the industry is no longer “how do we keep up?” but “what does true excellence look like in this new landscape?”

Drawing on the latest intelligence from Kantar, Ipsos, System1, and industry-leading practitioners, here’s a perspective on the emerging blueprint for success — and how organisations can future-proof themselves by investing early in in-demand consumer analytics and the evolving skillsets in insights jobs.

The New Skillsets Defining Insight Excellence

Success in insights today demands a new breed of expertise — one that fuses technical capability with commercial and creative intelligence:

  • AI fluency combined with human storytelling: Mastering AI tools is only the start; the true differentiator lies in the ability to translate complex outputs into narratives that influence decision-making.

  • Data synthesis over data gathering: Teams that can connect disparate data points into strategic insights will lead the next generation of decision-making.

  • Commercial acumen as standard: Insight professionals must think beyond research outputs to business outcomes, embedding themselves deeply within the commercial ambitions of the organisation.

For businesses serious about excelling in in-demand consumer analytics, developing these skillsets in insights jobs must become a strategic priority.

Rethinking Team Structures for Agility and Influence

Structural change is also essential. The most progressive teams are moving towards:

  • Lean, agile pods: Small, expert teams empowered to pivot quickly in response to business needs.

  • Embedded agency-client hybrids: Breaking down traditional silos to deliver seamless, end-to-end insight capabilities.

  • Cross-functional collaboration: Stronger integration with brand, customer experience, and strategy functions to ensure insights are not just heard but acted upon.

The future belongs to those who design their teams not just for efficiency, but for influence.

Building the Right Technology Foundations

Technology is no longer an optional enabler — it is a strategic lever:

  • Automation is central: Insight functions must invest in automation tools that liberate human talent from repetitive tasks, allowing more focus on interpretation, innovation, and strategic guidance.

In an environment where in-demand consumer analytics is a competitive advantage, the right tech stack will determine which organisations win.

Cultivating a Culture of Strategic Leadership

However, perhaps the most significant shift is cultural. The best insight teams of the future will be defined not only by what they do, but how they lead:

  • High emotional intelligence: Teams thrive under leaders who prioritise psychological safety, trust, and empowerment.

  • Focus on clarity over complexity: Insight narratives must cut through the noise and catalyse action.

  • Positioned as strategic advisors: High-performing teams will earn — and demand — a seat at the strategic table.

Culture is no longer a “soft” consideration; it is a critical pillar of insight excellence.

Winning Strategies from Top Insight Organisations

Leading teams are already embracing innovative models to stay ahead:

  • Modular, targeted training: Rapid upskilling in AI, data storytelling, and commercial impact thinking.

  • Insight-as-a-service models: Increasing flexibility and scalability without losing depth.

  • Collaborative deliverables: Moving away from static decks towards dynamic, live problem-solving sessions that co-create solutions with stakeholders.

The insight teams that thrive in 2025 will be those that anticipate the future — not react to it.

Investing now in the right skillsets in insights jobs, embracing in-demand consumer analytics, and fostering a culture of strategic leadership will define the organisations that lead, not follow.

If you’re navigating these shifts — or ready to discuss what future-ready insight leadership looks like in practice — I would welcome a conversation.

 

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From Benched to Brilliant: What Football Teaches Us About Culture-First Hiring

 
Manchester United’s recent departures show just how much environment and culture impact performance.  
 
Players like Marcus Rashford and Scott McTominay have found new life at clubs that see them differently. Rashford, who struggled for form at United, is thriving at Aston Villa, while McTominay, once pigeonholed as a no-nonsense holding midfielder, has flourished at Napoli, playing a more expansive role and elevating the team’s performance.  
 
The same principles apply to hiring in business, culture isn’t just about the skills on paper; it’s about creating an environment where people can perform at their best. If you get it wrong, you risk losing top talent. If you get it right, you unlock their full potential. 

 

Culture Fit vs. Culture Add 

A major misconception is that culture fit means hiring people who are the same. In reality, strong cultures embrace diversity. The best teams align on values but benefit from different perspectives that drive innovation. 

Look at McTominay’s move to Napoli. At United, he was boxed in as a defensive midfielder. At Napoli, with a new system and fresh ideas, he’s thriving. His ability didn’t change, his environment allowed him to contribute differently. Businesses that focus on genuine culture fit, rather than hiring clones, unlock their teams full potential. 
 
 
Employer Brand – Recruitment Shapes Perception 

Your hiring process is a direct reflection of your company. If it’s slow, disorganised and overly complex, it sends a message that your company operates the same way. Long interview processes, delayed feedback, and poor communication deter top talent. Just like a player left on the bench , candidates will lose interest if they’re left waiting with no clarity on their future. 

To ensure a successful hiring process: 

  • Define and integrate core values into job descriptions. 
  • Assess candidates for cultural alignment, not just skills. 
  • Have a well-thought out & structure interview process from the start  

 

And most importantly, have a thorough briefing call with your recruiter.  
 
 
Briefing Calls – Setting Candidates Up for Success 
 
A well-structured briefing call between hiring managers and recruiters is crucial. It should outline: 
 
    – What successful hires have looked like in the past  
    – The current team culture 
    – What they are looking to add to the culture  
    – What qualities will help someone excel.  
 
Without this, recruiters are forced to focus solely on experience rather than potential. 

At Man United this has happened countless times; Rashford, Mctominay, Antony, Wan-Bissaka, there was no clear plan for any of these players – where they fit, how they could contribute, or how to maximise their strengths.  
 
They have all gone on to excel at the clubs they have moved too, they have had a strategy, an understanding of their abilities, and a team structure that allowed them to succeed. This is exactly what a thorough briefing call should achieve in hiring. 
 

Final Thoughts 

Man United’s transfer exits prove that culture is everything. When people are in the right environment, they thrive. Businesses that prioritise culture-first hiring build teams that perform, retain talent, and create workplaces where people want to be. Get the culture right, and success follows. 

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