From Transformation to Impact: A Human-first Approach

Failing to adapt is the quickest way to fall behind in today’s business world. Digital transformation is no longer a buzzword—it’s the backbone of modern business success. Today’s leaders constantly pursue new ways to transform and improve their digital maturity.

But here’s the catch: It’s not just about adopting the flashiest tools or gathering mountains of data. True transformation requires rethinking your organization’s processes and culture and (this is important) how your teams work together.

If you’re navigating a transformation, it’s essential to understand that tools don’t drive success—your people do. The path to better digital experiences demands change management, patience, and putting humans first.

As a UX researcher and designer turned strategic leader, I have more than 10 years of user experience practice, including change transformation work and operationalizing design, research, and data standards. I teach product teams how to translate company mission to bottom-line metrics and craft tools and methodologies to help them deliver high-quality product design work while fostering data integrity.

Since 2018, I’ve partnered with product teams and stakeholders to weave analytics into product development practices at software companies. This journey involved integrating Amplitude, overcoming initial resistance, and establishing a cross-platform data team.

But if there’s anything I’ve learned leading these efforts, it’s that they take time, a healthy dose of change management, lots of humility, and, above all else, a human-first approach.

Start with internal readiness and change management

Many digital transformation initiatives fail before they begin because organizations focus outward—buying tools and chasing trends—instead of inward. Before you think about technology, ask: Is your organization ready for the change?

A human-first approach recognizes that people—not processes or tools—drive change. To succeed in change management, organizations must consider the change targets—those impacted by the transformation—and identify and empower the change agents who will actively lead and sustain the effort.

Internal readiness

Transformation isn’t just about implementing a tool; it’s about reshaping how people work. Start with these questions:

• Are our processes aligned and scalable?
• Is leadership committed and aligned?
• Do we have the data infrastructure to support new technologies?

Change management

Guiding your teams through change is one of the most critical aspects of transformation, especially around how they use (or don’t use!) data to inform business decisions. People’s preconceived notions about data can create resistance: They think, "I need to be an expert to use this." Your job is to combat this perception by demystifying data, supporting and empowering your people, and demonstrating how these changes make their lives easier.

• Tailor training to meet people where they are.
• Define frameworks for decision making. Instead of saying, “We’re data-driven,” say, “We’ll gather feedback using this method and weigh it this way.”
• Be an empathetic, relatable human. When people see that you’re invested in their personal and professional growth, your transformation efforts will have a true impact.

Humility: a long-term investment

Transformation takes time. Building a data-driven culture is not a one-and-done effort; it’s a multi-year commitment requiring patience, humility, and a willingness to embrace the process.

• Embrace the learning curve: Not everyone will adopt tools simultaneously. Some may never use them directly, but that doesn’t mean they’re not benefiting. Redefine what success looks like:
  • Are teams making better decisions based on data insights?
  • Are workflows more efficient?
  • Are customers experiencing more personalized interactions?
• Focus on behavioral milestones: Cultivating shared knowledge through workshops, documentation, and one-on-one coaching creates the connective tissue that builds long-term adoption and behavioral change.
• Be persistent: Early frustrations in adoption may feel overwhelming, but persistence pays off. After a few months or years of effort, what feels abstract will become second nature.

Adopt a human-first approach

At its core, digital transformation is about how people work together and make decisions. Because every team has unique needs and workflows, ensure you’re asking the right probing questions:

• What are your biggest challenges?
• What insights do you need but can’t access today?
• How will this tool make your team’s work easier?

Asking these questions helps you avoid “tool euphoria.” Buying new tech can feel like a quick fix, but your adoption will be slow if you don’t consider how it integrates into your existing workflows. To make new-tool integration more human-centric, focus on how your teams collaborate and the tools they currently use.

Remember: Data is not objective—it’s shaped by the context of those using it. Tailor your implementation to each team's unique goals, whether they’re marketing, customer success, or product development.

The role of technology: Interoperability and personalization

Once your internal foundation is strong, you can focus on external technology. The key? Choose tools that work within an ecosystem.

• Interoperability is key: Gone are the days of closed tech stacks. Look for API-first platforms that integrate seamlessly, enabling teams to collaborate and act on insights without roadblocks.
• Involve end users: Usability should guide your evaluation process. Involving those who will work with the platform ensures better adoption and impact.

From tools to transformation

Transformation and improving your digital experience maturity hinges on your ability to align your people, processes, and technology to foster collaboration and agility. By focusing on internal readiness, breaking down silos, and adopting a human-first approach, you can create an organization that adapts quickly, iterates faster, and delivers exceptional experiences.