ITEXPO 2025, part of the #TECHSUPERSHOW, is in full swing. Panel sessions have been entertaining, and the exhibit hall was packed once it fully opened.
But before attendees had a chance to venture and get lost in the exhibit hall maze, Brandel Kremer, director at Kellanova, took center stage with a keynote that tackled the real challenge of major technology transitions: people.
Titled “Navigating Complex Transitions,” the presentation explored how the company moved from a century of internal IT expertise to a managed service provider model. Spoiler alert: the tech wasn’t the hardest part. It was the human element.
She laid out three core lessons learned in the process, each emphasizing that success in transformation is actually about the people driving them.
Lesson 1: Shifting from Stakeholders to Investors
Stakeholders are often seen as passive participants, but they need more engagement and investment. To do that, they empowered key leaders with accountability and transformed skeptics into advocates.
“Stakeholders need to be given accountability,” said Kremer. “When they understand the ‘why’ behind decisions, they stop being swayed by negative emails and become champions of the vision.”
Lesson 2: Perception vs. Reality
You can have the clearest vision in the world, but hidden motivations and fears can derail progress. Kellanova found that shaping the right narrative was just as important as having the right data.
“Perception can become the biggest obstacle,” said Kremer. “And data won’t win against compelling stories driven by emotions and fears.”
The strategy? Identify influencers early, engage them in the vision and listen to what’s driving their concerns.
Lesson 3: The “White Glove” Approach
Sometimes, the most influential people in an organization aren’t the highest-ranking. Kremer mentioned that certain individuals — those quietly making the impossible happen — held the keys to trust and adoption.
“These individuals may not be top performers on paper, but they are the ones business leaders trust,” said Kremer. “They expect white-glove support, and when they get it, they help build a foundation of trust.”
Identifying and engaging these hidden influencers allows organizations to transition smoothly from informal support to structured policies and procedures.
What’s the takeaway? It’s really all about trust
Kremer’s lesson is that accountability builds advocacy, perception shapes reality, and trust is the foundation for success.
She reiterated that complex transitions are rarely smooth sailing. But if organizations collect the right data, involve the right people and embrace the journey, they’ll get there.
Edited by
Greg Tavarez
