Tag: melissa henley

We can learn lessons from marathon running that we can apply to digital transformation — from training and mindset to proper fueling.

If the connection between company culture, CX and improved revenue is so clear, why aren’t we all running out to change everything about how we work?

A reported 70% of digital transformation efforts fall short of their objectives. Here are three warning signs to look out for before your efforts get derailed.

If your digital transformation project is stalling, take a critical look at your management style.

We’re all familiar with design by committee — and we all undoubtedly hate it — but why does it happen?

With more organizations than ever embarking — or in the middle of — digital transformation initiatives, how do we make sure our projects survive?

When IT and HR collaborate to make employee onboarding seamless, that can set the tone for that employee’s experience at the company.

If you’re looking to bring some creativity to your digital transformation initiative, here are three ways to get started.

Leadership in the digital age is different — and requires different skills. You have to be able to learn, to change, to grow.

If you aren’t putting effort into encouraging, supporting and inspiring your people, any digital transformation you are planning isn’t likely to get very far.

When working remotely, it’s tempting to spend our time in a Slack chat with our department, but that leaves us unaware of what’s happening in other departments.

The impact of digital transformation is huge — which can make it seem like an insurmountable challenge.

While technology can’t fix every problem, it can help with standardizing communication and setting boundaries, two keys to interacting with difficult people.

Whether it’s persona creation, journey mapping, experience design or measurement, CX professionals can fill the gaps in EX strategies.

How technology can help bring all your employees together, regardless of if they prefer texting, Twitter or telephones.

One way to bring an inclusive mindset to your organization is to stop thinking about “culture fit” and to start thinking about “culture add.”

How do you maintain confidence in a time of ambiguity?

One of the biggest misconceptions about managing remote workers is that it requires an entirely different skillset.

Organizations need to get employees excited about the opportunities that digital transformation brings.