How I went from a kindergarten teacher to a director in a large consulting company: a “contagious culture of change”

My beginning of a career as a kindergarten teacher was more than a first job; It was a master’s degree in leadership, adaptability and power of learning environments. In a classroom, every day is different. You learn to expect the unexpected, to adapt to the fly and to create a space where curiosity and growth are not only encouraged but celebrated. These lessons have deeply influenced my approach to leadership and organizational transformation in the business world.

The power of a contagious culture

When I went from education to consultation, I quickly realized that many organizations have trouble not because they do not have access to advanced technology, but because they did not build the right cultural base to support innovation. Technology alone does not stimulate transformation; People do it. And people thrive in environments where learning, experimentation and adaptation are woven in the fabric of the organization.

This is why I recommend what I call a “contagious culture of change”. It is a culture where curiosity is contagious, employees feel safe to ask questions and challenge the status quo, and try new things. It is a culture that does not only tolerate change, he is actively looking for it and kisses it fully, knowing that each new challenge is an opportunity to learn and grow.

Class lessons

The parallels between the teaching and the transformation of leading technologies are striking. In the two contexts, success fell to the creation of an environment where people feel allowed to learn. In my class, I saw first -hand how children thrive when they are encouraged to explore, make mistakes and try again. The same goes for the workplace. When leaders promote psychological security, vulnerability models and celebrate learning, teams become more resilient, creative and committed.

One of the most powerful tools I have brought to teaching in my advice career is the ability to decompose complex concepts into digestible pieces the size of a bite. Whether I help a customer to start their Mainframe modernization or to implement an initiative of operational efficiency and automation led by AI, I approach each conversation with the state of mind of an educator: how can I make it accessible? How can I arouse curiosity and excitement? How can I create a sense of objective and the shared possibility?

Become a talented magnet

Organizations that prioritize a culture of innovation and change do not only adapt more quickly; They also become magnets for the best talents. Today’s workforce is looking for a dynamic, significant and avant-garde work environment. When employees see their organization as a place where they can learn, grow and have an impact, they tend to be more committed, motivated and loyal.

I learned that the most prosperous teams are those that adopt general prospects and encourage continuous learning. I also recognize that innovation often comes from unexpected places. Other companies are actively looking for people with non -traditional history and people who – like me – may not have started their career in technology, but who bring unique ideas and experiences to the table.

Kiss modern workforce

The technological landscape evolves at an unprecedented rate, as is the definition of talent. A specific diploma or career path is no longer a prerequisite for the success of technology. In fact, some of the most impactful contributors are those that bring new perspectives from the outside of the traditional mold. My own trip – from the classroom to the conference room – testifies to the value of various experiences.

Organizations should rethink their talent strategies and build teams that are inspired by a wide range of educational backgrounds and career experiences. By promoting the environments where large prospects are valued, organizations can exploit new sources of creativity and innovation.

Why culture counts more than ever

In today’s dynamic trade environment, the ability to innovate and adapt is not only a competitive advantage, it is a necessity. Organizations that cling to the status quo may be left behind. But those who invest in the construction of a culture of learning and continuous change are better placed to prosper, no matter what the future has in store for us.

My trip taught me that leadership consists less in having all the answers, and more on the creation of conditions where others can learn, grow and succeed. Whether you run a classroom or a cloud migration, the principles are the same: promote curiosity, adopt change and never stop learning.

While we look to the future, I am delighted to continue to help organizations exploit the power of culture to stimulate a significant and lasting transformation. Because at the end of the day, it is not only a question of technology, these are people, potential and contagious power of change.

I leave you with a separation quote from Robert Fulgum Everything I really need to know that I learned in kindergarten: “And it’s always true, whatever your age – when you go out in the world, it is better to hold your hand and stay together.”

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