Luisa Schoenwald

📊 70% of transformation projects fail - and the reason might surprise you. It's rarely about technology or strategy. The missing link? Internal acceptance of change. When it comes to major change initiatives, strategic project marketing creates the bridge between great concepts and successful implementation. Experience shows that employees support transformation significantly more when they understand the strategic goals and see themselves as active participants. 💡 Ultimately, success isn't just about WHAT you implement, but HOW you bring people along for the journey. Learn more about the role of project marketing as part of effective Change Management in our latest article: https://lnkd.in/dgK5_RKp #pwc #transformation #changemanagement #projectmarketing

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On September 2nd, Dennis Tanke & Noa Seidel invited guests to the first MU Defence Executive Breakfast in Düsseldorf. The perfect start also for our new colleague Oliver Stübs with Matthias Klaus's keynote speech, focusing on AI-supported decision-making in a military context: 🔹 Decision support is not just decision support Most providers on the market focus only on the first step of the OODA loop: Observe. However, situational awareness is not synonymous with an efficient decision-making process. 🔹 The system does not just provide advice It is often said that decision-making systems only assist humans in their tasks. However, automation bias, deskilling, and confirmation bias are often overlooked. The preparation of decisions has a significant impact on the final decision. How neutral are the algorithms really? 🔹 Humans make more mistakes, yes - but – We currently observe, for example with DELTA, Lavender, etc., the pros and cons of these systems and learn from them: Do speed, scalability, and error correction of machines outweigh the seemingly higher error rate of human actors? AI-based decision-making is indispensable in modern warfare, but the right balance of "Meaningful Human Control" still needs to be found – there is not much time left for that. Read the full insights from the MU Defence Executive Breakfast here: https://lnkd.in/diBpy2KS

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Great discussions this week in Frankfurt at the Deloitte Collaboration Event, jointly hosted with Schwarz Group and EQUUS. The roundtable clearly showed how Global Mobility is evolving from an operational function into a strategic, data‑driven enabler of talent and business strategy. Technology, transparency and real‑time insights are becoming essential to deliver scalable, compliant solutions while enhancing the employee experience. Thank you to all participants for the open exchange and valuable perspectives - a great example of collaboration across corporates, advisors and technology partners. #GlobalMobility #TalentMobility #HRTransformation #Technology #Collaboration #Deloitte

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Digital Transformation starts with people – not technology. From what I’ve seen in many organizations, the biggest challenges rarely come from the tools themselves. They come from culture, communication, leadership, and the ability of teams to adapt and grow with change. For me, the human side of transformation isn’t a “nice to have” - it’s the real differentiator between success and friction. I’m curious: In your experience, what’s the hardest part about preparing people and organizations for digital transformation?

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🤖𝐌𝐞𝐞𝐭 𝐲𝐨𝐮𝐫 𝐧𝐞𝐰 𝐇𝐑 𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞: 𝐈𝐭’𝐬 𝐧𝐨𝐭 𝐡𝐮𝐦𝐚𝐧🤖   What if your next team member doesn’t need coffee breaks, never forgets a deadline, and can orchestrate workflows like a pro?   Welcome to #AgenticAI – the tech that’s turning HR from “Human Resources” into Human + Machine #Powerhouses.   𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐢𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐧𝐨𝐭𝐡𝐞𝐫 𝐀𝐈 𝐛𝐮𝐳𝐳𝐰𝐨𝐫𝐝 Agentic AI blends #generativeAI with autonomous #agents that 𝒑𝒍𝒂𝒏, 𝒅𝒆𝒄𝒊𝒅𝒆, 𝒂𝒏𝒅 𝒂𝒄𝒕.   Here’s what that means for HR: ✅Goodbye repetitive tasks, hello strategic impact ✅Personalized employee experiences at scale ✅Outcome-driven work models replacing rigid roles   This isn’t about sprinkling AI on old processes. It’s about rethinking and 𝐫𝐞𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐰𝐨𝐫𝐤 𝐟𝐨𝐫 𝐚 𝐡𝐮𝐦𝐚𝐧-𝐚𝐠𝐞𝐧𝐭 𝐟𝐮𝐭𝐮𝐫𝐞.   Three things HR Leaders need to do: 1️⃣𝐑𝐞𝐭𝐡𝐢𝐧𝐤 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 & 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 CHROs, CIOs, Risk Officers, and Business Leaders must act as a 𝒄𝒐𝒏𝒏𝒆𝒄𝒕𝒆𝒅 𝒍𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝒔𝒚𝒔𝒕𝒆𝒎. Governance needs to evolve to manage trust, risk, and performance in 𝒉𝒖𝒎𝒂𝒏-𝒂𝒈𝒆𝒏𝒕 𝒕𝒆𝒂𝒎𝒔.   2️⃣𝐑𝐞𝐝𝐞𝐬𝐢𝐠𝐧 𝐖𝐨𝐫𝐤 Stop squeezing AI into old workflows. Start 𝒅𝒆𝒄𝒐𝒏𝒔𝒕𝒓𝒖𝒄𝒕𝒊𝒏𝒈 𝒓𝒐𝒍𝒆𝒔 and building 𝒐𝒖𝒕𝒄𝒐𝒎𝒆-𝒃𝒂𝒔𝒆𝒅 𝒔𝒕𝒓𝒖𝒄𝒕𝒖𝒓𝒆𝒔 that enable fluid collaboration between humans and agents.   3️⃣𝐁𝐮𝐢𝐥𝐝 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐑𝐞𝐚𝐝𝐢𝐧𝐞𝐬𝐬 Tech is easy. Culture, trust, and skills? That’s the real challenge. Employees need to feel 𝒑𝒓𝒆𝒑𝒂𝒓𝒆𝒅, 𝒆𝒎𝒑𝒐𝒘𝒆𝒓𝒆𝒅, 𝒂𝒏𝒅 𝒗𝒂𝒍𝒖𝒆𝒅in a world where AI is a teammate. Organizations need 𝒅𝒖𝒂𝒍-𝒔𝒑𝒆𝒆𝒅 𝒔𝒕𝒓𝒂𝒕𝒆𝒈𝒊𝒆s —experiment fast in mature areas while laying foundations for enterprise-wide transformation.   💡𝐂𝐮𝐫𝐢𝐨𝐮𝐬? Dive into our latest #HumanCapital newsletter here: https://lnkd.in/dVh9puC4   #AgenticAI #FutureOfWork #HRTransformation #Deloitte

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Strong example of how strategic collaboration between software vendor and a system integrator is translating vision into tangible impact. Our Smart Factory in Düsseldorf demonstrates how Industrial AI, an integrated digital thread, and connected operations can enable end-to-end visibility, faster decision-making, and more resilient operating models. A compelling blueprint for leaders shaping the future of manufacturing, energy and chemicals. IFS #SmartFactory #IndustrialAI #DigitalTransformation #Leadership #Manufacturing #Energy #Chemicals

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AI in consulting comes up in almost every client conversation I have right now. Happy to have contributed to the latest Handelsblatt article on top consulting employers in 2026, and how firms are adapting to the AI shift in work, skills, and career paths. https://lnkd.in/eJdJ7yC3

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𝐖𝐡𝐚𝐭 𝐢𝐟 𝐞𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐀𝐈 𝐚𝐭 𝐰𝐨𝐫𝐤 𝐨𝐩𝐞𝐧𝐞𝐝 𝐝𝐨𝐨𝐫𝐬 𝐭𝐨 𝐠𝐥𝐨𝐛𝐚𝐥 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐩𝐥𝐚𝐭𝐟𝐨𝐫𝐦𝐬 𝐥𝐢𝐤𝐞 𝐭𝐡𝐞 𝐀𝐈 𝐖𝐨𝐫𝐥𝐝 𝐂𝐨𝐧𝐠𝐫𝐞𝐬𝐬? At EY-Parthenon Germany, we’re building a culture where curiosity, innovation, and continuous learning are not just encouraged — they’re recognized. As the gold winner, I had the opportunity to represent our team at the AI World Congress 2025 in London, together with fellow winner Josua Emmel, and our AI team colleagues Larissa Nußbaum, Amai Brandes and Huiying (Jenny) He. 🏆 We heard from industry leaders on topics like scaling AI, deploying autonomous AI agents, and accelerating application development — all grounded in responsible and impactful use of AI. From synthetic data to governance, the conversations were both wide-ranging and thought-provoking. This experience reaffirmed the importance of staying curious and bold in advancing AI capabilities responsibly. #AI #AIWorldCongress2025 #EYParthenon #DataAnalyticsandAI #EYAI #ResponsibleAI #DigitalTransformation #LifelongLearning

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Another excellent collaboration with Till Laßmann once again, a picture truly says more than a thousand words. Till’s graphic recording elevated our workshop discussion on psychological safety at E.ON Digital Technology—capturing not just the content, but the energy and nuance of the exchange. For anyone interested in the topic—or looking to dive deeper—I highly recommend this recent article by Amy C. Edmondson & Michaela J. Kerrissey in Harvard Business Review: What People Get Wrong About Psychological Safety (May–June 2025). Key takeaways: 1. Psychological safety isn’t about being nice—candor matters as much as comfort. 2. Being heard doesn’t always mean getting your way; it’s about shared outcomes. 3. High performance and psychological safety go hand in hand; it’s not either/or. https://lnkd.in/e6fceacX

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🌟 Navigating Office Gossip: A Path to Transparency and Trust 🌟 Yesterday, I had the privilege of attending the #Mercer business breakfast in Munich, titled "Level-Up," where we delved into the success factors for effectively setting up and managing IT projects and transformations (Thanks to Holger Jungk and Karolin Schaper for an amazing event). A joint study with the Universität Sankt Gallen was presented, highlighting the critical role of stakeholder management and change management, alongside the importance of a professional project setup and adequate resources. One intriguing insight from the Mercer team was the need to address office gossip, or "Flurfunk." This raises an important question: Can we steer office gossip, or should we simply suppress it? While suppression may seem like a quick fix, it’s neither practical nor effective. Instead, as change and communication professionals and leaders, we should embrace office gossip as a unique communication channel that can provide valuable insights into team dynamics. Here’s how you can foster a culture of transparency and trust within your teams: Create a Clear Narrative: Share a consistent message about ongoing changes and projects to keep everyone informed. Encourage Open Dialogue: invitve discussions from informal settings, like the coffee machine and the floor, into your team meetings. Invite team members to voice their questions and concerns. Acknowledge Emotions: Take concerns and emotions seriously. Validate your team’s feelings to foster a supportive environment. Do not judge. Be Transparent: Provide clear and honest answers to questions. If you don’t have an answer, commit to finding one and follow up. Engage with Change Management: Bring any unresolved questions to your change or project management teams for clarification. Will this eliminate office gossip? Nope. However, it will cultivate an atmosphere of transparency and trust, where team members feel valued and informed. Remember: "Say what you do, and do as you say." This creats trust and commitment that are the very basis for successful transformation. Here’s to happy and successful change! 🚀 #Leadership #ChangeManagement #OfficeCulture #Transparency #TeamTrust #Mercer

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𝗪𝗵𝘆 𝘀𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗺𝗼𝗱𝗲𝗹𝘀 𝗼𝗳𝘁𝗲𝗻 𝗳𝗮𝗶𝗹 – 𝗲𝘃𝗲𝗻 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸𝘀 𝗶𝗻 𝗽𝗹𝗮𝗰𝗲 Excited to share that heise conferences gmbh published the latest release of #ITSpektrum featuring an article from my dear colleague Aine Kazlauskaite and myself. Agile, SAFe, ITIL promise structure and success. But in practice, many organizations still struggle to deliver. We argue that success in software delivery isn’t about choosing the “right” framework – it’s about understanding your organization’s unique context and designing delivery models accordingly. 📖 Read the full (German) article: https://lnkd.in/dhpngJww 💬 Curious to hear your perspective: What are your experiences when applying a "proven" framework in a real-world setting? #TechRulezPeriod #TSAASG Accenture DACH Hannes Ludwig Tim Jansen Benjamin Zeller

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The HR Function in the Age of AI: Key Findings from the 2025 HR Strategy & Organisation Study The vast majority of HR departments are currently undergoing a fundamental transformation – driven by digitalisation, AI, and increasing competitive pressure. The latest panel by Kienbaum and SAP, with over 200 executives from the DACH region, reveals: 🔹 Over 50% of companies are facing consolidation or crisis – growth has become the exception. 🔹 Transformation pressure is high, yet many HR functions still rate their own ability to change cautiously. 🔹 AI and digitalisation are gaining massive importance: nearly 50% of companies have embedded an explicit digital strategy in HR. 🔹 The potential of Generative AI and Agentic HR is viewed positively, but the focus remains largely on internal processes. 🔹 HR organizations are on the brink of a paradigm shift: moving from traditional models to hybrid, digitally driven structures with new roles and competencies. The key questions for HR in 2026: How can HR balance its own digital transformation while actively shaping the transformation of the entire organisation? And how can HR become a true “Business Accelerator”? Prof. Dr. Walter Jochmann | Stephan Koenen | Julian Hoffmann | Lena Calligaro

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A powerful reminder: AI transformation is not just a tech challenge - it’s a leadership one.   Leaders on all organisational levels must guide the shift from experimentation to enterprise-wide transformation - turning uncertainty into momentum and resistance into resilience.   This requires specific mindsets and skillsets from leaders: ✅ AI Fluency: Know and teach how to use AI effectively ✅ Human-Centeredness: Lead with empathy and courage ✅ Adaptiveness: Experiment, learn and scale ✅ AI Foresight: Stay ahead and know what's coming   The transformation starts with us. Let’s lead it.   #Leadership #AITransformation #HumanAI #CapgeminiInvent #MindsetShift #FutureOfWork Claire Melbourne Maud du Limbert Helen Cussans Mimi Davies Lena Borgwardt Christina Bösenberg Amy Turner

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Circular economy is not just a trend — it’s key to building resilient business models. Great insights from Philipp Glase / BearingPoint at #3ForumNachhaltigkeit on how leasing companies can lead the way. Collaboration across manufacturers, lessors, customers, and policymakers is essential.

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I recently had the pleasure to discuss our "Customer service on the brink" research report with Meike Tarabori on #MeikesRaumzeit podcast.   ⬆️ The world of customer service is at a pivotal moment. Our Accenture Song research uncovers a critical disconnect: while businesses believe that they offer real added value in customer service with technologies such as gen AI, the large majority of customers don’t perceive this as a real improvement.   ✨ Great service is all about providing relevant solutions at the right moment, whether through self-service or direct interaction. Ultimately, the future of customer service lies in a strategic blend of human empathy and technological efficiency. AI can empower employees to focus on complex, emotional interactions, creating a service that is both effective and deeply human.   Thank you again, Meike Tarabori, for the great discussion!   🎧 Listen to the full podcast here  https://lnkd.in/dHvJhbQi 📖 or read the interview  https://lnkd.in/d48PqRRn   #AccentureSong #CustomerExperience #FutureOfService #DigitalTransformation #AI

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Bullshit Castle or Value adding Parent? The holiday edition of the Handelsblatt newspaper opens up with a topic we at #RolandBerger People & Organization Team, have researched and challenged our clients with for the last 20 years: what is the role, value add and adequate sizing of the #Center? https://lnkd.in/dtukyuyd As pointed out in our regular studies on Corporate Headquarters, not only in times of crisis, finding the right balance between allocating roles, responsibilities, and ressources to the Corporate Headquarters vs. eliminating central bureaucracy and cost while giving more freedom to the business areas, is detriment to whether the CHQ adds or destroys value. As pointed out by my colleague Dr. Cyrus Asgarian , the center has become overly complex in the recent years. Furthermore, AI will provide opportunities to provide central value with less cost. Read more about our insights on #CorporateHeadquarters: https://lnkd.in/dqW2r3GB Andreas Stocker, MBA #Unternehmenszentrale #Zentrale #Headquarters #Relatedness #ValueAdd

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Accenture has agreed to acquire STAUFEN., a leading #consultancy in #operational_excellence. This acquisition strengthens our ability to better support clients in manufacturing and supply chains, driving digital innovation together. Excited for the future! #Innovation https://accntu.re/41aZrJn

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🔎Does current leadership development prepare leaders for the future? This week in Stuttgart I met with a board member of one of the largest companies in Germany. We talked about a hard reality: perform while transform — deliver more with fewer resources. So, does current leadership development prepare leaders for that future? My take? In most cases, no. 🏆How to Build a High-Performance Culture – Q&A Series for Firm Owners, Managers, and Their Teams Relevance Across the same company, some teams are extremely productive while others stall. The difference is rarely the strategy — it’s the manager. Empirical data show that a highly effective manager’s team can be up to 50% more productive than a poorly led one. Yet, most programs still focus too narrowly on “soft” leadership skills, not on the hard operating disciplines that turn resources into results. Evidence A 2023 MIT Sloan Management Review study found that while leadership programs are often engaging, 70% measure only satisfaction rather than real performance impact. The study concludes that leadership development must move beyond motivation and inspiration to drive lasting behavioral change — focusing on how leaders actually spend time, make decisions, and steer performance day to day. Experience That’s exactly where the difference shows up. True high-performance managers run a coherent operating week — clear priorities, visible metrics, regular performance dialogues, and time for people and customers. Through the “Perfect Week of a Manager” approach, when leaders update their operating system — how priorities, decisions, and reviews run — execution speed and ownership rise immediately. Limits This isn’t about control or uniformity. Context matters. Routines should enable judgment, accountability, and speed — not add bureaucracy or create more templates. Impact Empirical evidence shows that introducing structured management routines increased productivity by around 17% within one year (Quarterly Journal of Economics, Stanford/World Bank). The data prove that clarity, cadence, and capability outperform charisma. Leadership development that builds better managers — not just better communicators — delivers tangible business results. Action ✅Create transparency: Make visible how teams really work — productivity patterns, meeting load, decision speed, and how culture is lived day to day. ✅Define clear routines: Establish simple management standards — operating rhythm, decision rights, performance dialogues — and ensure leaders practice them consistently. ✅Put HR in the driver’s seat: Move from inspirational workshops to practical enablement — building tools, coaching formats, and leadership systems that truly help managers turn resources into results. Culture is built by action, not by words. 🗣️Your Perspective I’d love to hear your take. Let’s learn from each other. #Strategy #Culture #Leadership #HighPerformance #Management

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Procurement leaders are no longer just managing costs—they’re shaping strategy, driving innovation, and leading digital transformation. 🌍 In our largest survey to date, global CPOs across 40 countries reveal how they are navigating a volatile global environment. The data tells a clear story: 🔹 72% cite margin improvement via cost reduction as their top priority 🔹 67% are betting big on digital transformation and GenAI 🔹 Digital Masters report a 3.2x ROI on GenAI investments vs. 1.6x for others 🔹 On average, they allocate ~26% of their budget to procurement tech—2x more than others 🔹 Only 4% of CPOs feel fully confident in their teams’ ability to execute strategy 💡 What sets Digital Masters apart? They’re investing in: ✅ Human-centered GenAI adoption ✅ AI-powered workload management ✅ Cross-functional talent upskilling ✅ Proactive third-party risk management 📊 Procurement has reached a true inflection point—and those who embrace change will lead it. 📥 Download the full 2025 CPO Survey and learn how to become an agent of change: 🔗 https://lnkd.in/g29ztwKv #CPO2025 #ProcurementLeadership #DigitalTransformation #GenerativeAI #SupplyChainResilience #DeloitteInsights #ProcurementExcellence #FutureOfWork

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