Even traditional industries can successfully adopt digital transformation
Digital transformation often feels like a step too far, especially in industries built on tradition. Yet even in conservative sectors such as funeral services, change is not only possible but necessary when approached in the right way.
One funeral provider began by listening closely to frontline staff. By taking the time to understand daily pressures and concerns, the organisation built trust and reduced resistance. Instead of forcing change all at once, they tested new digital tools in smaller groups. A scheduling app, introduced on both desktop and mobile, replaced manual, paper-based processes with a simpler and more reliable system.
Support came from within. Change champions offered peer-to-peer training and encouragement, helping colleagues gain confidence and adopt the new approach. Flexibility also played a role. Employees could choose between company-managed devices or bring their own with an allowance, which made the transition smoother and respected personal preferences.
Throughout the process, the organisation never lost sight of its purpose: supporting grieving families. This focus reassured both staff and clients, reinforcing that the transformation was there to improve service rather than disrupt it. The result was higher adoption rates, stronger efficiency, and greater confidence in the care provided.
This case highlights that digital transformation works best when people’s needs come first, when change is introduced gradually, and when the purpose behind the change is clear.
Change Management isn’t just for big corporations with big budgets
Change management is not just for large corporations with endless budgets. Small and mid-sized businesses can also benefit by making transitions smoother, supporting their people, and improving efficiency without disrupting daily operations. The key is focusing on what matters most: engaging employees, addressing their concerns, and tailoring solutions to fit available resources. As the Birdsnest story shows, even smaller businesses can achieve remarkable results when they combine customer focus, cultural alignment, and smart use of technology with structured change practices. With the right support, change becomes less overwhelming and more of an opportunity to build resilience, confidence, and long-term success.
Embracing Ai in the Workplace
AI is not new, yet it often brings fear into the workplace. Popular culture has painted it as a threat to jobs and even humanity, but in reality, AI is simply another tool. Like past waves of technology, it can change roles, create new opportunities, and deliver significant benefits when introduced thoughtfully.
The key is not to adopt AI because it is fashionable, but to focus on where it can add the most value. Starting small, with targeted use cases, helps employees build confidence and reduces resistance. From there, organisations can scale gradually, using AI to improve efficiency, productivity, and customer experience.
Introducing AI is not just about technology. It is about people. Success depends on leadership alignment, genuine employee engagement, and fostering a culture that encourages curiosity and adaptability. Training, open communication, and psychologically safe environments allow teams to experiment, ask questions, and see AI as something that supports their work rather than replaces it.
Challenges such as data privacy and resistance to change are real, but they can be managed with strong planning and ongoing review. By combining the right technology with a clear strategy and engaged employees, organisations can integrate AI in ways that are sustainable, effective, and embraced by their people.
Change Management vs. Change Enablement
Change enablement has evolved from traditional change management to better support people through their individual change journeys. While change management provides structure, planning, and methods to guide transitions, change enablement equips people with the tools, confidence, and mindset to adapt and thrive.
The difference matters. Change management is process-driven, often applied at the execution stage to reduce disruption and resistance. Change enablement is people-centred, happening before, during, and after change. It focuses on coaching, co-design, and human-centred practices that build resilience, collaboration, and agility.
Together, they complement each other. Change management ensures order and direction, while change enablement ensures engagement and ownership. Organisations that embrace both minimise disruption, sustain adoption, and future-proof their teams for ongoing transformation.