Building a Digital-First Culture

The digital-first workflow I'd install on Day 1. Not in six months. Not after another consultant deck. Tomorrow. Here's what I'd tell any news director who's ready to stop managing decline: 𝟭. 𝗭𝗲𝗿𝗼-𝗯𝗮𝘀𝗲 𝘆𝗼𝘂𝗿 𝘀𝘁𝗮𝗳𝗳 𝗮𝗿𝗼𝘂𝗻𝗱 𝘀𝘁𝗼𝗿𝗶𝗲𝘀, 𝗻𝗼𝘁 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀. Stop organizing by platform. Start organizing by content. One team gathers, writes, and pushes the story—optimizing for whatever platform makes sense in that moment. Digital first. Broadcast as amplification. The old model: TV reporter files for 5 pm → someone cuts it for web → intern dumps a link on social. The new model: Story breaks → team decides where it lives best → content goes native on that platform → broadcast picks it up later. Same people. Different order. Completely different results. 𝟮. 𝗜𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝗲 𝘁𝗵𝗲 𝗰𝗿𝗲𝗮𝘁𝗼𝗿 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲. This is the hardest shift. Your team has been trained to think like linear broadcasters. Detached. Institutional. Talking AT audiences. Creators think differently. They're authentic. They reach out. They work alongside their audience to inform them. That's not a TikTok gimmick. That's how trust gets built now. Every reporter, every producer, every photographer needs to understand: we're not broadcasting anymore. We're connecting. 𝟯. 𝗠𝗮𝗸𝗲 𝗲𝘃𝗲𝗿𝘆 𝗲𝗱𝗶𝘁𝗼𝗿𝗶𝗮𝗹 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗮 𝗺𝘂𝗹𝘁𝗶-𝗽𝗹𝗮𝘁𝗳𝗼𝗿𝗺 𝗺𝗲𝗲𝘁𝗶𝗻𝗴. No more "what's the 5 pm lead?" Start with: What are we doing for each platform? How does this story live on Instagram? What's the TikTok angle? Where does broadcast fit? And here's the critical part: make time and room for digital storytelling. Not as an afterthought. Not as "cut a version for social." As the starting point. The stations that figure this out will stop bleeding their best people and their youngest audiences. The ones that don't will keep wondering why nobody's watching. #LocalNews #MediaTransformation #TheTrustShift

Leading in the digital age is not just about mastering technology; it’s about mastering change. As someone guiding an organization through rapid shifts, I’ve learned that digital transformation is, at its core, about people. I used to think building digital capabilities meant investing in the latest systems, but I quickly realized that the most critical investment is in developing a culture of adaptability. Digital IQ starts at the top. If I don’t immerse myself in emerging tech, competition and customer trends, how can I expect my team to embrace them? Instead of attempting to overhaul the entire company, I started with digital-ready teams, those eager to experiment, collaborate, and drive results. Their success became proof of concept, showing the rest of the organization what’s possible. Change requires persuasion, not mandates. A digital leader must inspire transformation at every level, ensuring that innovation, agility and collaboration become part of the mindset. Transformation is sustained when people evolve alongside technology. #digitaltransformation #organizationalchange

Consumers expect 1:1 relevance. But most FMCG leadership teams were built for mass-market scale. That’s the tension I keep seeing inside boardrooms. FMCG companies are investing millions into personalization AI-driven product recommendations, region-specific product drops, and tailored loyalty experiences. But the execution? It’s often limited by the leadership behind it. 76% of FMCG executives say personalization is now their #1 digital investment priority (PwC Global Consumer Survey, 2024). Yet only 28% feel “very confident” their current teams can deliver it. Why the disconnect? Because the traditional marketing and commercial leadership model in FMCG wasn’t built for this world. It was built for mass media. For scale-first. For “spray and optimize.” Personalization isn’t just a digital tool it’s a mindset. A structural shift in how we think about relevance, segmentation, and value. And it requires a very different kind of leader. In a recent search for a global marketing transformation role, we met dozens of impressive FMCG veterans brand builders with household-name credentials. But the client a multinational food & beverage group pivoting toward DTC wasn’t just looking for storytelling. They needed: → Leaders who understood identity resolution and CRM architecture → Operators who’d worked in environments where every SKU, every ad, and every touchpoint was dynamically personalized → Thinkers who could balance precision with profitability and who saw digital ecosystems not as channels, but as core to the brand The candidate we ultimately placed came from a digital-first background. Not FMCG. But tech. What they brought was rare: deep consumer empathy + commercial fluency + technical curiosity. That’s the new CMO profile we’re seeing emerge across leading organizations not just brand-led, but insight-led. Not just creative, but data-literate. Not just global in scope, but granular in execution. Here’s the truth many companies are still wrestling with: You can’t deliver personalization from a PowerPoint deck. You need systems, yes. But more than that you need leaders who can ask the right questions, build the right teams, and act on what the data actually says. The result? → Sharper value propositions for micro-segments → Lower acquisition costs through better targeting → Stronger lifetime value through hyper-relevant journeys But only if the people behind the strategy understand the mechanics behind the magic. Personalization isn’t a marketing trend it’s the new competitive advantage. And if your leadership team still thinks in averages? You’ll be left behind. This is the work I do every day with FMCG companies: not just finding leaders, but helping future-proof organizations. Because if we want to meet consumers where they are we need to hire like we mean it. #FMCG #Personalization #Leadership #ExecutiveSearch #ConsumerGoods #CMO

Digital-First Doesn’t Mean People-Last. Most business leaders push for transformation, but forget the most important layer: the people using the tech. In this article, I share why digital adoption fails (even with the best tools) and what true transformation looks like when empathy, training, and user trust come first. - Real examples - Practical tips - People-first perspective Read now if you're leading change, and want your team to come with you — not resist you. #DigitalTransformation #Leadership #PeopleFirst 

Before I open my inbox each morning, I've already been briefed by AI on my pipeline, my people, my inbox risks, and my day's priorities. I didn't delegate that. I built it — and then I made sure my whole team could see it. That wasn't a productivity hack. It was a leadership signal. Because here's what I've learned running an enterprise AI company: AI-first culture doesn't travel by memo. It travels by behavior. The CEO who visibly operates with AI — uses it to sharpen thinking, compress decision cycles, protect attention — sends a signal no all-hands can replicate: → "This is how we work here." And then something happens that no org chart anticipated. It trickles down as capability. → Your analysts stop summarizing. They start synthesizing. → Your managers stop chasing status. They start leading. → Your frontline teams stop searching for answers. They start delivering them. BCG just published that 60% of companies generate zero material value from AI despite significant investment. The top factor separating winners from the rest? Senior leadership ownership and commitment. This isn't a consulting finding. It's organizational physics. Most organizations aren't under-skilled. They're over-burdened. The best people on any team spend a disproportionate share of their day on work that doesn't require what makes them valuable. AI doesn't fix that automatically. A CEO who models AI-first behavior does. When the top of the house demonstrates that AI exists to clear the path, adoption stops being a mandate and starts being an aspiration. People don't resist tools that make them better at what they love doing. AI isn't a productivity tool. It's a talent multiplier. Multipliers only work when someone at the top sets the value. Jamie Dimon moved his Chief of AI off the CIO's org and made her report directly to him. Satya Nadella calls AI "scaffolding for human potential." BCG says leadership ownership is the variable. They're all pointing at the same thing. The companies that define this decade won't be the ones that deployed AI fastest. They'll be the ones whose leaders understood it earliest — personally, not theoretically. Transformation doesn't start with your workforce. It starts with your reflection in the mirror. #AIFirst #CEOLeadership #EnterpriseAI #TalentMultiplier #FutureOfWork #Pryon

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!

The heated RTO debate in 2025 is missing the point entirely. Let's look at what really matters. Dr. Solange Charas and I co-authored an article for Financier Worldwide Magazine (January 2025) to explore why the real focus should be on building digital-first environments that drive both human and business success. The data is compelling: Companies that embrace digital transformation aren't just surviving – they're thriving. McKinsey & Company's research shows tech-forward organizations are 3.6 times more likely to become industry leaders. But here's what we really want to point out to. Let's talk numbers: We provide a detailed cost analysis that illustrates the financial impact of traditional return-to-office (RTO) mandates versus digital workplace investment. For a 1000-person NYC company, forcing RTO could cost $24.75M in attrition and replacement - nearly triple the $9M they're trying to save on "empty" office space. Meanwhile, digital-first companies like Atlassian are seeing 40-minute daily productivity gains and 50% lower office costs, all while keeping people engaged. What works isn't choosing between digital and human - it's blending them smartly: 💡 Build infrastructure that enables people rather than boxing them in 💡 Put employee experience first in tech decisions 💡 Use data to guide workplace strategy 💡 Create tech-enabled spaces where meaningful collaboration happens naturally Want to run your own numbers? Try our cost calculator: https://lnkd.in/eabYxUXc (Don't worry - we don't store any data you enter.) The most successful organizations are those treating digital transformation not as a cost center, but as a strategic investment in both people and profit. When we stop debating "where" work happens and start focusing on "how" it happens best, we unlock unprecedented potential for growth. To read the full article click below (behind paywall). What's your take on this shift? Are you seeing similar patterns in your organization's digital transformation journey? #HumanizingHumanCapital #CostAnalysis #HumanResources

𝐇𝐮𝐦𝐚𝐧-𝐅𝐢𝐫𝐬𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: 𝐀𝐥𝐢𝐠𝐧𝐢𝐧𝐠 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐝 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 “Human-first” means approaching innovation, AI, and enterprise transformation in a way that prioritizes people at the center of every decision. It’s about creating systems and processes that enhance human potential, while ensuring technology serves as an enabler of trust, clarity, and empowerment. By leveraging ACT (𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭, 𝐂𝐥𝐚𝐫𝐢𝐭𝐲, 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲), this approach ensures that innovation is guided by leadership principles that respect, elevate, and embolden the workforce. 𝐀𝐩𝐩𝐥𝐲𝐢𝐧𝐠 𝐭𝐡𝐞 𝐀𝐂𝐓 𝐌𝐨𝐝𝐞𝐥 𝐭𝐨 𝐚 𝐇𝐮𝐦𝐚𝐧-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: 1. 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭: • Innovation must align with both individual and organizational goals. • Ensure AI and automation integrate seamlessly with workflows, enabling employees to do their best work by focusing on higher-value, creative tasks. • Align ethical and cultural values with technological progress to maintain trust and engagement across teams. 2. 𝐂𝐥𝐚𝐫𝐢𝐭𝐲: • Simplify the adoption of new technologies by making processes, roles, and AI capabilities clear and accessible. • Provide employees with clear paths for training and development, enabling them to confidently work alongside AI systems. • Communicate the “why” behind changes, ensuring everyone understands the vision and purpose of the innovation. 3. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: • Make AI systems explainable, visible, and accountable, building trust in their outputs and decisions. • Foster an open culture where employees can give feedback on how technology impacts their roles. • Create transparency in leadership, ensuring employees see how decisions about technology benefit them and the organization. 𝐄𝐧𝐚𝐛𝐥𝐞, 𝐄𝐦𝐩𝐨𝐰𝐞𝐫, 𝐄𝐦𝐛𝐨𝐥𝐝𝐞𝐧: • 𝐄𝐧𝐚𝐛𝐥𝐞: Provide employees with the right tools, frameworks, and training to embrace AI and innovation with confidence. • 𝐄𝐦𝐩𝐨𝐰𝐞𝐫: Let people take ownership of how technology integrates into their work, fostering creativity and innovation. • 𝐄𝐦𝐛𝐨𝐥𝐝𝐞𝐧: Create a culture where people feel supported and inspired to take risks, explore new ideas, and challenge the status quo. A human-first approach, guided by the ACT model, ensures that introducing new ideas, innovations, and AI systems strengthens the workforce rather than displacing it. It’s about crafting a path forward where leadership and technology serve as partners in empowering individuals and driving enterprise success. 𝗡𝗼𝘁𝗶𝗰𝗲: The views within any of my posts, are not those of my employer. 𝗟𝗶𝗸𝗲 👍 this? Feel free to reshare, repost, and join the conversation. #humanfirst #leadership #people Gartner Peer Experiences Forbes Technology Council Theia Institute™ VOCAL Council InsightJam.com Solutions Review PEX Network IgniteGTM

Human-centered technology strategy: start with the people! Technology isn’t inherently smart. It becomes smart when it helps humans thrive. Too many digital strategies forget the human in the equation, focusing instead on features, speed, and scale while overlooking the day-to-day reality of the people using it. If your tech plan doesn’t make work more meaningful, it’s just noise. If it doesn’t ease a burden or solve a real problem, it’s just expense. Start with talking to employees about what problems they need to solve or what challenges they need to address in their day-to-day. THEN, find a solution. Once you've implemented the solution, talk to employees again. 1️⃣ Ask how it improves their workflow. Does it reduce friction? Streamline what matters? Or does it create more steps, more checkboxes, more shadow work? 2️⃣ Ask what pain it removes. (Hopefully the one you uncovered in earlier conversations!) Every team has daily frustrations: manual tasks, duplicative systems, outdated interfaces. Tech should solve real pain points, not just chase the next big trend. 3️⃣ Ask how it adds meaning, not just speed. Efficiency matters, but so does purpose. The best tools create space for higher-value work: thinking, collaborating, listening, solving, building relationships. Human-centered technology isn’t soft. It’s strategic. Because adoption, productivity, and experience all rise when people actually want to use the tools they’re given. A “smart” strategy doesn’t just deploy tech. It designs for the people who power the business. For more details on putting people first, see the link in the first comment. #technology #digitaltransformation #culture #peoplefirst #employeeexperience #humancentereddesign #leadership

The legacy system was holding us back. I watched our teams - marketing, sales, finance - struggle daily with a proprietary system built years before. What once served our business had become a barrier. Customer data lived in silos. Simple reports took hours. Workarounds had become the norm. It wasn't just about outdated technology. It was about how this system was affecting our people and their ability to serve customers. That experience - and countless others since - showed me that digital transformation isn't just about updating systems. It’s about understanding how technology enables or inhibits our people from doing their best work. The most successful digital transformations I've seen share something in common: → They start with empathy, not endpoints → They focus on adoption, not just implementation → They transform culture alongside capabilities True digital evolution emerges when: • We understand how people actually work • We design for human needs, not just business requirements • We create meaningful transitions, not just technical ones • We celebrate progress in new behaviors • We listen as much as we launch Technology enables change. People create it. Meaningful change happens when: • We involve users from day one • We translate technical capabilities into human benefits • We build confidence alongside competence • We communicate the "why" behind the "what" • We recognize that adaptation takes time Your greatest digital advances won't come from better technology. They'll come from better understanding the humans using it. How are you keeping people at the center of your digital transformation? Share below. Sometimes, the biggest wins come from putting people first. --- This human-centered approach guides my work every day. As an on-demand CMO who partners with growth-focused leaders, I've built my practice on putting people at the heart of digital change - ensuring technology serves your team and customers, not the other way around. If you're navigating digital transformation while keeping the human element front and center, let's connect.