If you had told me years ago, as I was arranging storybooks and finger paints in my kindergarten classroom, that I would one day lead cloud and AI transformation initiatives for some of the world’s largest organizations, I might have laughed in disbelief. After all, in the ’90s, “cloud” was just something in the sky that we looked at outside during recess and not the backbone of modern business. Yet, my journey from teaching young children to guiding enterprises through complex technological change has shaped my core belief: the most innovative organizations are those that intentionally cultivate a contagious culture of change.
My early career as a kindergarten teacher was more than a first job; it was a masterclass in leadership, adaptability, and the power of learning environments. In a classroom, every day is different. You learn to expect the unexpected, to adapt on the fly, and to create a space where curiosity and growth are not just encouraged but celebrated. These lessons have profoundly influenced my approach to leadership and organizational transformation in the corporate world.
The power of a contagious culture
When I transitioned from education to consulting, I quickly realized that many organizations struggle not because they lack access to cutting-edge technology, but because they haven’t built the right cultural foundation to support innovation. Technology alone doesn’t drive transformation; people do. And people thrive in environments where learning, experimentation, and adaptation are woven into the fabric of the organization.
That’s why I advocate for what I call a “contagious culture of change.” This is a culture where curiosity is infectious, employees feel safe to ask questions and challenge the status quo, and try new things. It’s a culture that doesn’t just tolerate change, it actively seeks it out and embraces it fully, knowing that every new challenge is an opportunity to learn and grow.
Lessons from the classroom
The parallels between teaching and leading technology transformation are striking. In both settings, success has hinged on creating an environment where people feel empowered to learn. In my classroom, I saw firsthand how children flourish when they are encouraged to explore, make mistakes, and try again. The same is true in the workplace. When leaders foster psychological safety, model vulnerability, and celebrate learning, teams become more resilient, creative, and engaged.
One of the most powerful tools I brought from teaching into my consulting career is the ability to break down complex concepts into digestible, relatable bite-size pieces. Whether I’m helping a client begin their mainframe modernization journey or implement an AI-driven operational efficiency and automation initiative, I approach each conversation with the mindset of an educator: How can I make this accessible? How can I spark curiosity and excitement? How can I create a sense of shared purpose and possibility?
Becoming a talent magnet
Organizations that prioritize a culture of innovation and change don’t just adapt more quickly; they also become magnets for top talent. Today’s workforce is looking for a working environment that’s dynamic, meaningful, and forward-thinking. When employees see their organization as a place where they can learn, grow, and make an impact, they tend to be more engaged, motivated, and loyal.
I’ve learned that the most successful teams are those that embrace broad perspectives and encourage continuous learning. I also recognize that innovation often comes from unexpected places. More companies are actively seeking out individuals with non-traditional backgrounds and people who — like me — may not have started their careers in technology, but who bring unique insights and experiences to the table.
Embracing the modern workforce
The technology landscape is evolving at an unprecedented pace, and so is the definition of talent. A specific degree or career path is no longer a prerequisite for success in tech. In fact, some of the most impactful contributors are those who bring fresh perspectives from outside the traditional mold. My own journey — from the classroom to the boardroom — is a testament to the value of diverse experiences.
Organizations should rethink their talent strategies and build teams that draw from a wide range of educational backgrounds and career experiences. By fostering environments where broad perspectives are valued, organizations can tap into new sources of creativity and innovation.
Why culture matters now more than ever
In today’s dynamic business environment, the ability to innovate and adapt is not just a competitive advantage, it’s a necessity. Organizations that cling to the status quo risk being left behind. But those that invest in building a culture of continuous learning and change are better positioned to thrive, no matter what the future holds.
My journey has taught me that leadership is less about having all the answers, and more about creating conditions where others can learn, grow, and succeed. Whether you’re leading a classroom or a cloud migration, the principles are the same: foster curiosity, embrace change, and never stop learning.
As we look to the future, I’m excited to continue helping organizations harness the power of culture to drive meaningful, lasting transformation. Because at the end of the day, it’s not just about technology, it’s about people, potential and the contagious power of change.
I leave you with a parting quote from Robert Fulgum’s All I Really Need to Know I Learned in Kindergarten: “And it is still true, no matter how old you are — when you go out into the world, it is best to hold hands and stick together.”
The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.
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