How to Embrace Digital Innovation

Blending IO psychology with digital innovation flipped the results of our last tech rollout. Most teams never connect these dots—here's why it changes everything ↓ Tech implementations often fail not because of the technology, but due to human factors. The deployment to a large international pharma company was heading for disaster until we brought in IO psychologists. They helped us understand: - How different personality types interact with new systems - The impact of change on team dynamics - Ways to reduce resistance and boost adoption We tailored our approach based on these insights: - Customized training for different learning styles - Change champions selected based on influence networks - Communication strategies aligned with team cultures The results were staggering: - 94% adoption rate within 3 months - 40% increase in user satisfaction scores - 25% boost in productivity post-implementation Key takeaway: Technology and human behavior are deeply intertwined. By considering both, we unlocked synergies we never thought possible. Next time you're planning a tech rollout, remember: The most powerful integration isn't between systems, but between tech and human psychology. Embrace this approach to transform your digital initiatives. PS - and if you know this story, you also know how it set me on the path for my PhD in IO Psychology.

⚙️ AI is transforming the way we work. But leadership? That still starts with people. We’re in the midst of an AI revolution. Tech is moving fast. Automation is accelerating. And leaders are being pushed to integrate these tools—fast. But here’s what’s also happening: Teams are unsure where they fit. Burnout is creeping in Human connection is thinning. Leaders today face a unique dual mandate. Embrace AI, upskill teams, and stay competitive. And lead with empathy, care, and adaptability. Here are 8 steps I use with my executive clients to lead through this kind of change with clarity and confidence: 1. Acknowledge the Disruption: Start by naming the shift. Teams need to know you see the change and are leading through it, not avoiding it. 2. Lead with Empathy: Check in with your team to see how they are coping. Emotional clarity builds trust and resilience. 3. Upskill, Don’t Just Automate: Invest in reskilling. AI isn’t here to replace people—it’s here to enhance them. 4. Model AI Literacy: Be the first to learn and try new tools. Your curiosity sets the tone. 5. Encourage Dialogue: Let teams ask questions, explore new tools, and even fail. Innovation needs room to breathe. 6. Communicate Transparently: Share what you know—and what you’re still figuring out. Clarity over certainty builds credibility. 7. Balance Performance with Well-Being: Don’t just measure output. Pay attention to energy, burnout signals, and team cohesion. 8. Stay Anchored to Purpose: Remind people why the work matters. AI can improve outcomes, but it’s human meaning that drives real engagement. 💡 The tools may be new, but the best leadership is still rooted in trust, communication, and clarity of purpose. If you’re navigating this kind of landscape, I support leaders and teams to adapt with purpose and performance in mind. 📩 To learn more, email me at mc@mccoachingnyc.com. #AIleadership #executivecoaching #changemanagement #futureofwork #wellbeing #digitaltransformation #peoplefirst

I spent years navigating the complexities of digital transformation. Here’s the shortcut to save you countless hours! Digital transformation isn’t just about adopting new technology. It’s about changing how we think and operate as an organization. I remember back when I was at Microsoft, leading a team to drive significant change in our sales approach. We faced numerous challenges:   Resistance from teams stuck in their old ways. Difficulty aligning technology with business goals. The ever‑looming pressure of competition driving innovation faster than we could keep up!  But here’s what I learned through trial and error—and a few sleepless nights:   Start with culture: Technology won’t solve your problems if your teams aren’t on board. Embrace a culture that values learning and adaptability. Get everyone involved early in the process!   Set clear objectives: Identify what success looks like for your organization. Are you looking for efficiency? Increased revenue? Improved customer satisfaction? Define it clearly, so everyone is aligned!   Leverage data: Don’t just collect data—use it! Analyze where you stand, identify gaps, and make informed decisions based on real insights rather than gut feelings alone!   Pilot small initiatives: Before rolling out changes company‑wide, test them out on a smaller scale first! This allows you to gather feedback and make adjustments without disrupting everything at once!   Engage stakeholders continuously: Keep communication lines open with all stakeholders throughout the journey—this builds trust and mitigates resistance down the line!   Iterate constantly: Digital transformation is not a one‑time project; it’s an ongoing journey that requires continual assessment and iteration of processes to stay relevant in today’s fast‑paced market environment! By following these steps, I managed to turn initial skepticism into excitement around our digital initiatives. The result? A much more agile team ready to tackle future challenges head‑on! If you're serious about transforming your organization, embrace these principles—you'll thank yourself later!

65% of AI & Tech Transformations Fail 🚫 Why? Because they forget one thing: People. I've spent 25+ years in healthcare leadership, and here's what I know: transformation fails when we forget the human element. Digital transformations often fall short of expectations. Why? Because we're solving the wrong problem. 7 critical shifts needed in 2025: 1/ From Tools to Trust ↳ Technology doesn't transform workplaces. People Do. ↳ Start with psychological safety and clear communication. ↳ Build trust before introducing new tools. 2/ From Training to Translation ↳ Stop teaching "how to use tools." ↳ Start showing "how tools improve lives." ↳ Connect every change to personal growth. 3/ From Metrics to Meaning ↳ Move beyond efficiency metrics. ↳ Measure impact on well-being and job satisfaction. ↳ Track how transformation enables better work-life integration. 4/ From Control to Collaboration ↳ Replace top-down mandates with team-led initiatives. ↳ Create innovation councils across departments. ↳ Let solutions emerge from front-line expertise. 5/ From Speed to Sustainability ↳ Stop rushing digital adoption. ↳ Build systems that support long-term resilience. ↳ Focus on sustainable change management. 6/ From ROI to Human Impact ↳ Expand success metrics beyond financial returns. ↳ Measure employee engagement and retention. ↳ Track improvements in work-life quality. 7/ From Digital to Hybrid Excellence ↳ Balance automation with human judgment. ↳ Preserve meaningful human interactions. ↳ Create frameworks where technology amplifies humanity. Real transformation isn't about adopting new technology. It's about enabling people to do their best work. In healthcare, I've seen both sides: - Teams that resist change because they don't see the "why" - Teams that embrace change because they shape the "how" The difference? Leadership that prioritizes people over processes. ♻️ Share if this resonates ➕ Follow Dr. Elise Victor for more.

Let's be honest... most of us are living in digital chaos right now; Data, technology, and new product overload. How do you make sense of it all? Establishing your own set of Golden Rules Golden rules are the non-negotiable principles that offer a blueprint for success. In digital transformation, they are the critical load-bearing walls that support the entire structure of transformational change. Here are my 10 Golden Rules for Successful Digital Transformation: 𝟏. 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐳𝐞 𝐄𝐧𝐝-𝐔𝐬𝐞𝐫 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: Always craft your digital interfaces and processes with the end-user in mind, ensuring that every interaction is intuitive, engaging, and satisfying. 𝟐. 𝐂𝐨𝐦𝐦𝐢𝐭 𝐭𝐨 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Foster a culture where ongoing education is valued, enabling your team to stay ahead of the curve by mastering new technologies and methodologies as they emerge. 𝟑. 𝐔𝐩𝐡𝐨𝐥𝐝 𝐃𝐚𝐭𝐚 𝐒𝐞𝐜𝐮𝐫𝐢𝐭𝐲 & 𝐏𝐫𝐢𝐯𝐚𝐜𝐲: Vigilantly guard your customer’s data as if it were your own, implementing robust security protocols and privacy measures to maintain trust and compliance. 𝟒. 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐀𝐠𝐢𝐥𝐞 𝐌𝐞𝐭𝐡𝐨𝐝𝐨𝐥𝐨𝐠𝐢𝐞𝐬: Adopt a flexible and responsive approach to project management, allowing for rapid iteration and adaptation in the face of changing digital landscapes. 𝟓. 𝐁𝐫𝐞𝐚𝐤 𝐃𝐨𝐰𝐧 𝐃𝐚𝐭𝐚 𝐒𝐢𝐥𝐨𝐬: Encourage a collaborative environment where data flows freely between departments, enhancing decision-making and fostering a unified view of the business. 𝟔. 𝐂𝐨𝐧𝐝𝐮𝐜𝐭 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐓𝐞𝐬𝐭𝐢𝐧𝐠: Implement a rigorous testing regime to identify and address issues early on, ensuring that your digital offerings are resilient and reliable. 𝟕. 𝐃𝐞𝐬𝐢𝐠𝐧 𝐟𝐨𝐫 𝐅𝐮𝐭𝐮𝐫𝐞 𝐆𝐫𝐨𝐰𝐭𝐡: Anticipate the scalability of your digital solutions, ensuring that they can evolve and expand as your business grows and market demands shift. 𝟖. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲 𝐑𝐞𝐯𝐢𝐬𝐞 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬: Continually reassess and refine your digital strategies to stay relevant and effective in an ever-evolving technological ecosystem. 𝟗. 𝐄𝐧𝐠𝐚𝐠𝐞 𝐚𝐧𝐝 𝐈𝐧𝐯𝐨𝐥𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Ensure that your leadership is actively involved in driving digital initiatives, setting a visionary tone and aligning digital goals with business objectives. 𝟏𝟎. 𝐌𝐚𝐢𝐧𝐭𝐚𝐢𝐧 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Cultivate an environment where communication is clear and open, establishing a foundation of transparency that builds trust and facilitates smoother digital transitions. Use this as a framework to write your own set of Golden Rules, and communicate them to EVERYONE who is a part of the transformation. 𝐅𝐮𝐥𝐥 𝐚𝐫𝐭𝐢𝐜𝐥𝐞: https://lnkd.in/e_TGu_4D What else would you add to the list?

The successful adoption of legal technology requires a methodical approach that balances innovation with practical implementation. Key elements include: 1) Strategic Process Mapping Understanding your current workflow forms the foundation of effective digital transformation. Begin by documenting how your team actually works—not how they should work on paper. This means tracking time allocation across tasks, identifying repetitive processes, and gathering direct feedback from clients about service delivery pain points. By mapping these workflows to strategic objectives, firms can identify where technology can create the most significant impact. 2) Outcome-Based Goal Setting Move beyond abstract objectives by establishing concrete, measurable targets that link directly to business outcomes. Rather than pursuing technology adoption for its own sake, focus on specific improvements in service delivery. For example, reducing contract review time from four hours to one hour per document provides a clear metric for success. 3) Rigorous Solution Evaluation Have your team (and likely key users) test potential solutions using their most challenging matters and complex workflows. Further test solutions through sandboxes and proof of concept excercises. This practical evaluation approach helps ensure that selected tools address real needs rather than creating additional complexity. 4) Structured Implementation Planning Successful technology adoption requires dedicated leadership and clear accountability. Develop a phased rollout plan that designates practice group champions and establishes regular review cycles. These champions should have allocated time for implementation oversight, and the firm should conduct formal assessments at 30, 60, and 90-day intervals to measure adoption progress and address emerging challenges. Note: I've already shared in a prior post another critical element - change management. The link to it is in the comments. #legaltech #innovation #law #business #learning

These people out in the field, they don't have a tech adoption problem. They have an alignment problem. That's right, this one might sting a little. When a digital transformation fails (in construction or otherwise), it’s almost never because the technology didn’t work. It’s because we (those tasked with executing) didn’t lead the change well. If you want your digital transformation to work, you don’t start with the tech. You must first start with alignment. And that doesn't happen by accident. How do we get our people aligned and rowing in the same direction? 1. Start with the why...then show the how. 2. Involve the right people...early and often. 3. Communicate...communicate again...then communicate differently. 4. Crawl, walk, then run. 5. Train like you actually want this to work. 6. Celebrate the wins. It's time to take a look in the mirror. Check how you are doing on each of these 6 things here: https://lnkd.in/gv-baxgx Welcome to TheEngiNerdLife. #businesschangemanagement #construction #contech #digitaltransformation #TheEngiNerdLife

Recently, in one of our meetings, someone pitched an incredibly innovative idea. It was bold, creative, and backed by the latest tech. We were all impressed. But as the conversation evolved, it became clear that while the idea was brilliant, it didn’t solve any real problem. This isn’t rare. In the world of tech, we often get caught up in building cool. What we really need is to build useful. The real challenge isn’t just creating advanced technology, it’s ensuring that the people it’s built for can actually use it to drive outcomes. This is the gap between building and using, Between production and consumption . At MathCo, we’ve learned (sometimes the hard way) that success lies not just in building powerful solutions, but in making sure they are adopted, understood, and embedded into everyday decisions. So how do we bridge this gap? * Start with the decision, not the data. Understand how decisions are made before building anything. * Define value in business terms. Establish specific business metrics that demonstrate value upfront. * Think about the whole solution. Build the technology, processes, and change management as one integrated system. * Build adoption into the analytics. Make it easy to use. Create solutions that fit into how people already work. * Design for iteration. Create feedback mechanisms that improve both the analytics and its application over time. It’s not the features, but the fit that matters most. What's your experience? Has your organization successfully bridged this gap between analytics and adoption? #TechThatWorks #InnovationWithPurpose #OwnYourIntelligence #EnterpriseAI #AdoptionFirst

Is your GenAI strategy missing a key ingredient? Successful AI adoption is about change on three fronts: 1) operational development, 2) people, and 3) tech change, not just tech upgrades. Successful AI adoption needs a two-pronged approach LLM + HLM (Large Language Model + Large Human Model): 1. Operational Development Change: Adapt workflows, processes, and IT infrastructure for AI. Think of it as preparing soil for a new plant. Examples: streamline data collection, redesign workflows, train employees on AI tools, and upgrade IT systems. 2. Cultural Change: Shift mindsets to embrace AI. Create an environment where people are comfortable and excited about AI. Examples: address employee concerns, communicate benefits, and foster a culture of experimentation and learning. >> Why Both Matter: Implementing the latest AI tech alone won’t guarantee success. Your operations, including IT infrastructure, must support it. Without employee buy-in, AI investments may go to waste. Think of it as building a house: Operational changes lay the foundation. While cultural changes ensure employees feel comfortable and fully utilize AI. Both are essential for successful AI adoption. Thoughts? ------------------------------- 👋 I'm Mariana Saddakni. I help businesses grow with AI by enhancing business efficiency and keeping teams up-to-date with tech evolution.

Most technology leaders at larger companies will tell you that implementing AI and generative AI at scale is no small task. Many will also tell you that strong change management is one of several components of a successful implementation plan but the most challenging to get right. As widespread use of generative AI has taken shape, there are a handful of themes I’ve heard consistently about change management as it relates to the technology: ✋🏽 Preparing for resistance: Introducing generative AI may be met with apprehension or fear. It's crucial to address these concerns through transparent communication and consistent implementation approaches. In nearly every case we are finding that the technology amplifies people skills allowing us to move faster versus replacing them. 🎭 Making AI part of company culture and a valued skill: Implementing AI means a shift in mindset and evolution of work processes. Fostering a culture of curiosity and adaptability is essential while encouraging colleagues to develop new skills through training and upskilling opportunities. Failure to do this results in only minimal or iterative change. ⏰ Change takes time: It’s natural to want to see immediate success, but culture change at scale is a journey. Adoption timelines will vary greatly depending on organizational complexity, opportunities for training and—most importantly—clearly defined benefits for colleagues. A few successful change management guiding principles I have seen in action: 🥅 Define goals: Establishing clear objectives—even presented with flexibility as this technology evolves—will guide the process and keep people committed to their role in the change. 🛩 Pilot with purpose: Begin small projects to test the waters, gain insights and start learning how to measure success. Scale entirely based on what’s working and don’t be afraid to shut down things quickly that are not working 📚 Foster a culture of learning: Encourage continuous experimentation and knowledge sharing. Provide communities and spaces for people to talk openly about what they’re testing out. 🏅 Leaders must be champions: Leaders must be able to clearly articulate the vision and value; lead by example and be ready to celebrate successes as they come. As we continue along the generative AI path, I highly suggest spending time with change management resources in your organization—both in the form of experienced change management colleagues and reading material—learning what you can about change implementation models, dependencies and the best ways to prioritize successes.