Insight 6: Grow leaders from within, IT and HR together
More and more I see the same pattern in digital transformation.
The tools get picked, timelines are locked in, and then someone asks: “So… how do we actually get people on board?”
If HR is brought in late, adoption usually suffers.
When HR and IT build the skills plan together from day one, delivery is smoother and momentum holds.
HR plays a central role in traditional change management.
But several leaders told me that when it comes to digital transformation, HR is still too often brought in late, or overlooked entirely.
Because many of the hardest parts of digital adoption are not technical.
They are about people, communication, skills, and culture.
All areas where HR has a critical part to play.
In companies where HR was involved from day one, leaders saw a real difference:
- People adopted new tools faster
- Feedback flowed better (in both directions)
- Teams stayed engaged longer
These organisations treated digital readiness as part of leadership development and succession planning, not just “an IT project.”
When HR and IT work together early, change lands better and culture shifts faster.
A quick reality check
If HR only gets pulled in after the tools are already chosen, watch out for these three things:
- Training gets planned late and feels rushed
- Adoption issues pop up, but no one’s sure whose job it is to fix them
- Hiring becomes reactive because no one mapped the skills gaps early enough
This is Insight 6 from my report, The Rise of Strategic IT Leadership in Ireland, based on insights gathered from over 30 senior leaders across Ireland, CIOs, CTOs, CEOs, and HR Directors.
Start by recognising what your current team can realistically deliver and where the gaps are.
Then hire or develop the right people to fill them.
Be open and transparent with the business about the work involved.
Do the research first, listen to all business functions, and value their feedback.
That’s why companies are now looking for leadership teams where HR and IT work hand in hand, to build capability, protect culture, and avoid scrambling for urgent external hires.
At the same time, HR professionals are increasingly expected to understand the cultural and operational reality of digital transformation within the business itself, not just support it from the side.
- Map out your 2026 capability needs. For each one, decide: build internally or recruit? Why? And when?
- When you build:Give people a clear learning path, pair them with a mentor, and let them practise on real work.
- When you recruit:Write one solid role profile that works for internal and external candidates. Interview efficiently (that means sticking to an interview plan and schedule, making sure all the key stakeholders are aligned).
- Review together: HR and IT should meet as regularly as is possibleto check what’s working, how quickly people are getting up to speed, and where you still need outside help.
Over to you
In your organisation, do HR and IT work together from day one, or do they meet further down the line?
