A selection of programs I've led — the real challenge, what we did, and the results that mattered. Details are anonymized to respect client confidentiality.
A multinational was replacing a patchwork of legacy ERP systems with SAP S/4HANA across 12 countries and 4,000+ users. Two previous attempts had stalled on user resistance and fragmented ownership.
I built a super-user network (1 per ~18 users), replaced screen-based training with role-based end-to-end scenarios, ran a signed one-page decision log with sponsors to kill scope creep, and instrumented adoption from week one with a daily cutover bulletin and 6-week hypercare.
A calm go-live with no severity-1 incidents at cutover, adoption crossing the target threshold within weeks instead of months, and the shadow spreadsheets finally retired.
An organization had rolled out an AI assistant to thousands of employees, but 30 days later active usage sat near 6%. Licenses were paid; value was not.
We stopped "launching AI" and instead targeted one painful weekly workflow, recruited peer champions (1 per ~18), embedded the assistant where people already worked (no new tabs), and published weekly adoption + outcome metrics to create momentum and remove friction fast.
Usage climbed steadily as friction dropped; the pilot's proven before/after unlocked a confident wider rollout.
A premium manufacturer needed to digitize core processes without alienating a highly experienced, change-wary workforce proud of "how it's always been done."
I led with psychological safety: skeptics in the design room, leaders modelling "I don't know this yet," small daily-irritation wins first, and a visible "you told me X, so we changed Y" loop. Metrics tracked usage depth and time-to-proficiency, not just logins.
Resistance converted into ownership; proficiency reached faster than planned, with the workforce co-designing the final process.
A large program kept discovering resistance too late — surfacing in KPIs only weeks after teams had quietly disengaged.
We introduced continuous, lightweight pulse checks with AI watching the deltas (the approach behind AInspire), routing early signals to local leaders with a simple "ask before you assume" response protocol.
Disengaging teams were identified weeks earlier, interventions became conversations instead of crises, and retraining costs dropped sharply.
🔒 Figures are illustrative and anonymized to protect client confidentiality. Happy to walk through specifics under NDA — get in touch.
ERP rollout, AI adoption, or a cultural change program — let's make it stick, and measure it.