Transformation projects are exciting—after all, they hold the potential to change an organisation’s future. But let’s face it, they can also be a logistical nightmare. The reality is that a staggering 70% of transformation projects fail, with many of them going through multiple project leaders before any success is achieved. So why do so many fail? And how can we anticipate those pitfalls before they become insurmountable?

Have you ever found yourself in the middle of a project, unsure if the goal is even achievable? Or worse—have you had to hand over the reins to someone else halfway through?

The challenges in large transformation projects are numerous, but a few key issues consistently cause problems:

• Unclear Goals & Scope: The initial vision is often vague, and over time, the scope creeps, making it harder to stay on track.
• Lack of Stakeholder Buy-In: Without buy-in from key stakeholders—especially at the top—any transformation will struggle.
• Inadequate Leadership: A lack of experienced leadership or frequent changes in leadership can derail progress.
• Resistance to Change: People fear change, and that resistance can slow down or even halt progress.

Now, imagine all these challenges combined in a real-world setting, like a UK Non-Departmental Public Body (NDPB)—a government body tasked with implementing new regulations. The NDPB needs to overhaul its data reporting system to meet new government standards, but the project is running behind schedule, leadership is shifting, and employees are pushing back on the changes.

A Theoretical Case Study: Navigating Transformation in a UK NDPB

This hypothetical NDPB finds itself struggling to balance competing interests: meeting government deadlines, maintaining stakeholder confidence, and ensuring the system overhaul doesn’t disrupt daily operations. Early in the project, the leadership team was not fully aligned on the scope or the approach, leading to delays. Then came a change in leadership, further slowing progress as new leaders had to get up to speed. Finally, there was resistance from employees who were hesitant to adopt the new data processes.

As the project faced these challenges, it became clear that resilience needed to be built into the approach. The solution?

1. Clear, Defined Goals: The leadership team redefined the project’s scope, focusing on the most critical aspects first.
2. Strong, Consistent Leadership: The project brought in an experienced transformation leader with a proven track record in similar government-based projects.
3. Early Engagement: Employees were engaged early in the process, with training and communication aimed at reducing resistance to change.
4. Anticipating Risks: The team set aside a risk management plan to anticipate potential setbacks and proactively address them before they spiraled out of control.

By anticipating the pitfalls early and adjusting course, the NDPB was able to deliver the project successfully—on time and in compliance with all regulations.

So, how can transformation managers avoid these pitfalls and successfully steer their projects to completion? The answer often lies in building a resilient, experienced team—one that can identify potential risks and adjust quickly.

This is where specialist transformation recruiters, like Malikshaw, come in. We’ve worked across various industries and organisations, helping clients navigate exactly these challenges. Our experience in placing leaders who have already encountered and overcome similar obstacles allows us to secure candidates who are not just technically qualified, but who can spot and resolve issues before they escalate.

Think about your own experiences with transformation projects:

• Have you ever had a project go off-track because of shifting leadership or unclear goals?
• What would it have meant for you to have a leader on the team who was already familiar with these challenges?
• Could having the right leader in place from the start have saved you time and frustration?

Executing a large transformation project isn’t easy, but it’s not impossible. By anticipating common pitfalls—like unclear goals, leadership turnover, and resistance to change—and building in resilience from the start, you can greatly increase your chances of success.

At Malikshaw, we understand the complexities of transformation and can help you secure the right leadership to see it through. Whether you need someone who’s been there before or someone with fresh insights into your unique challenges, we’re here to help you build a team that’s ready for whatever comes next.

Ready to make your transformation a success? So are we.

Every transformation project begins with a vision. But turning that vision into reality? That’s where the hard work begins—and it starts with choosing the right options for change. In any project or programme, especially one tied to public accountability, selecting the right priorities can mean the difference between success and failure.

Have you ever faced the challenge of too many choices and too little time? How do you decide which initiatives to push forward and which to set aside?

Transformational change often comes with a laundry list of potential options. These could range from overhauling IT systems and streamlining processes to rethinking how teams collaborate. The challenge for transformation leaders is figuring out which elements will make the biggest impact and align with the project’s overall goals.

Prioritisation isn’t just about picking the most obvious or easiest tasks—it’s about considering long-term outcomes, potential risks, and the needs of both internal and external stakeholders. For organisations with regulatory responsibilities, like UK Non-Departmental Public Bodies (NDPBs), this becomes even more critical.

A Theoretical Case Study: Prioritising Change at a UK NDPB

Let’s imagine a UK NDPB tasked with modernising its operations to comply with new government reporting standards. The scope of work includes upgrading legacy IT systems, improving data collection processes, and retraining staff. A long list of options is on the table, but the leadership team faces a tight deadline and limited resources.

What should they prioritise?

Through a rigorous assessment process, they decide to:

1. Focus first on data integrity—ensuring accurate, compliant reporting to meet regulatory deadlines.
2. Invest in process automation to reduce manual errors and free up staff for more strategic tasks.
3. Delay some non-essential staff training until core systems are in place and operational.

This prioritisation wasn’t easy. It required balancing immediate needs with longer-term goals while considering risks, costs, and stakeholder expectations.

With the right leadership team in place, they stayed focused on these priorities, delivering compliance on time and creating a solid foundation for future improvements.

So, how can organisations like this NDPB ensure they have the leadership talent needed to make such crucial decisions? That’s where a specialist transformation recruiter comes in.

They will have worked with a wide range of organisations facing similar challenges, helping them:

• Identify gaps in leadership and expertise.
• Secure hard-to-find candidates who have both the technical skills and the strategic mindset needed for complex projects.
• Bring outside perspectives from other industries to help organisations make smarter choices about what to prioritise.

Could your organisation benefit from having a fresh perspective or securing a leader who’s been through similar transformation challenges before?

Think about your own experiences leading or contributing to transformation projects:

• How do you approach prioritisation when the stakes are high?
• Have you ever felt overwhelmed by the number of options available?
• Could the right hire have made the process smoother or more effective?

Making the right choices in a transformation project isn’t just a technical exercise; it’s a strategic one. It requires leaders who can balance immediate demands with long-term goals, navigate complexity, and inspire confidence across teams.

At Malikshaw, we’re here to help you build the team that can make these decisions with clarity and purpose. Whether it’s identifying the most impactful options for change or finding the talent to see them through, we’re your partner in transformation success. Ready to find your next transformation leader? We should probably talk.

Every transformation project brings its challenges, but few are as critical—and daunting—as those involving data overhaul for government regulators. With deadlines looming, compliance at stake, and stakeholders watching closely, the pressure is intense. For transformation managers, the most significant hurdle isn’t always the technicalities of the project; it’s building a leadership team capable of navigating the process from start to finish while successfully shaping the delivery programme.

Have you ever faced the daunting task of assembling a team that can not only handle the workload but also steer the strategy? If so, you’ll know that it’s rarely a straightforward process.

Transformation is rarely a solo endeavour. It requires a leadership team that understands both the technical details and the broader organisational impact. For projects tied to government regulation—such as data transformation—the stakes are particularly high. Teams must deliver not just on time and within budget but also to exacting regulatory standards.

The wrong hire at a leadership level can derail progress, introduce inefficiencies, and risk non-compliance. Conversely, the right team can make the impossible seem achievable. But how do you find the perfect mix of expertise, vision, and pragmatism?

A Real-Life Challenge: Transforming Data for a UK NDPB

Take, for example, a recent project within a UK Non-Departmental Public Body (NDPB). Tasked with overhauling its data management system to meet new government regulations, the organisation faced a monumental challenge. The data transformation would affect everything from day-to-day operations to long-term policy decisions.

At the helm, the transformation manager needed a leadership team with a very particular set of skills:
- Strategic Vision: Leaders had to see beyond immediate fixes and anticipate long-term needs.
- Technical Expertise: A deep understanding of data systems and regulatory requirements was essential.
- Stakeholder Management: Communication with internal teams and external regulators was non-negotiable.
- Resilience: The inevitable roadblocks would require leaders who could stay calm under pressure.

The NDPB turned to Malikshaw, a specialist transformation recruiter, to help them find the right candidates. Drawing on our experience working with diverse organisations, we identified leaders who had successfully navigated similar challenges in other sectors. One standout candidate brought deep knowledge of data transformation in a regulatory context, coupled with exceptional communication skills. With the team in place, the project moved forward efficiently, meeting its deadlines and setting a new standard for future projects.

If you’re a transformation manager, ask yourself:
- Do you have the right people in your leadership team to drive this project?
- Are you struggling to find candidates with both the technical know-how and the leadership skills to make a difference?
- How can you leverage external expertise to identify and attract those rare candidates?

At Malikshaw, we’ve seen the difference a carefully curated leadership team can make. We bring insights from working across various organisations, helping clients avoid common pitfalls and secure the best talent. Whether you’re tackling a data transformation or another complex project, we know how to find those hard-to-reach candidates who combine experience, expertise, and the right mindset to lead effectively.

Building a leadership team for a transformation project isn’t just about filling roles—it’s about crafting a group of people who can work together to overcome obstacles, adapt to changes, and deliver results. After all, the success of the project doesn’t rest on tools or technology; it rests on people.

Are you ready to find the leaders who will make your next transformation project a success? If so, we’re here to help.

Have you ever heard of Eliza? She was a chatterbot.

Eliza was created in the 1960s by Joseph Weizenbaum and was the first real instance of generative AI.

The most well-known variation of Eliza was one who was taught to respond like a psychotherapist.  She "reflects" on questions by turning the questions back at the patient, much like a doctor. Using "'pattern matching" and substitution methodology, Eliza gives canned responses that made early users feel they were talking to someone who understood their input. The program was of course limited by the scripts that had been set.

You can give Eliza a try if you like and sit on a therapist’s couch. Some students did with interesting results...

Following on from Alan Turing’s question “can machines think” and his subsequent Turing Test as a way to evaluate a machines ability, Frank Rosenblat sought to create machines that could learn from experience and introduced the Perceptron. This can be described as the first operational realization of a neural network, networks which now play a significant part in deep learning.

Combined with the rise of the internet and advancement in computers, machine learning, neural networks, and deep learning became more accessible. This opened up new opportunities to create advanced AI models.

Taken together, these steps formed the pathway to the place we are at today and what we are now experiencing with the explosion of Gen AI.

So, let’s now imagine a company—call it “Any Company”—which, just last year, was facing significant challenges. They were battling operational inefficiencies, struggling with customer engagement, and trying to improve workforce productivity. They’d invested in AI before, but the results were underwhelming. Then, after some hard thinking, they decided to embrace Generative AI—and things started to change.

With a sharp focus on transformation, “Any Company” partnered with the right leadership, updated their governance models, and committed to an “all-in” mindset. They tackled immediate quick wins like automating repetitive tasks and improving analytics capabilities. Fast forward a year, and “Any Company” is now a completely transformed organisation, delivering more efficient workflows, better customer experiences, and a competitive edge in the market. They've turned their AI investments into a true business advantage.

This isn’t just a hypothetical—it's the reality many businesses are facing as they embrace the opportunities Generative AI offers.

Over the past few months, I’ve been having a lot of conversations with our Transformation Trailblazers cohort. These are the senior leaders who are not just talking about digital change but actively driving it—often through the adoption of new technologies like Generative AI. What I’ve heard again and again is how quickly things are changing. Generative AI is shaking up entire sectors, and it’s clear that those who act swiftly and smartly are the ones who will lead the charge.

The key takeaway from my conversations? It’s not enough to just implement AI; it’s about the way you implement it. As a recent Oliver Wyman report highlighted, 70% of companies have either implemented or plan to implement AI technology. But spending vast sums on AI doesn’t guarantee transformational results. It’s the approach—getting the right leadership in place, committing to cross-organisational efforts, and, crucially, embracing the complexity of AI—that makes all the difference.

As AI is becoming a cornerstone of business transformation, I’m sharing five of our Transformation Trailblazers’ (TT for short) insights to ensure your company can truly reap the rewards of Generative AI.

It starts as you would expect with choosing the right leadership. Each of our TT cohort led with this. A successful AI transformation requires leaders who are not just technically savvy, but who can drive change across the whole organisation. Leaders need to be ready to answer tough questions like: How will AI power our growth? and who within my leadership team has the vision and bandwidth to champion this shift? The best transformations are cross-functional, with leaders from all departments fully invested in making AI a business-wide initiative. Of course, they also need the right sponsors, without whom, the leader and the AI is almost certain to fail.

The cohort reaffirmed what we probably already know in that Generative AI is complex and needs to be embraced so requiring organisations to think in new ways. Gone are the days when business units worked in silos. The scale, scope and complexity of AI transformations demand collaboration across teams—bringing new skills, new resources, and a fresh approach to problem-solving.

At the same time, AI might be powerful, but it's not flawless. One of the biggest barriers to successful AI adoption is ensuring that the human element is part of the process. With the right design principles in place, organisations can ensure human oversight where needed while allowing AI to automate repetitive tasks and deliver new insights. Privacy and security concerns are top of mind and addressing these up front is essential.

It is also clear that a successful AI transformation can’t happen without the people behind it. A recent survey showed that 98% of employees will need some form of AI upskilling over the next five years. But here’s the catch: many executives believe only 40% of their workforce needs training, which creates a disconnect. Training must be ongoing and hands-on, with employees learning on real projects, not just theoretical lessons.

Lastly, but interestingly, also almost firstly, is that the key to maintaining momentum is showing quick, tangible results. AI should start with low-hanging fruit—projects that offer clear, measurable outcomes. These initial successes can build confidence and prove the value of AI to the wider organisation. For businesses, aligning AI efforts with broader cost-cutting or efficiency-driven initiatives can deliver impactful results right from the start.

On the back of those discussions, thinking about these strategies and the sheer pace of change happening right now, I’m reminded of how important it is to stay ahead of the curve. Generative AI is a powerful tool, but the businesses that will succeed aren’t those who simply adopt it—they’re the ones who fully commit to using it as a lever for transformation. The journey is never easy, but with the right leadership, an open mindset, and a commitment to innovation, the results can be truly transformative.

I’d love to hear how you’re approaching AI transformation in your organisation. If you’re looking to share insights, discuss your own AI journey, or need help connecting with the right leaders for your transformation efforts, don’t hesitate to get in touch with me here at Malikshaw.

Looking forward to hearing your thoughts!

Rob Shaw
Director

In every transformation project, there’s one role that can make or break it — the Transformation Champion. This is the person who stands at the helm, sponsoring the project, rallying resources, securing buy-in, and keeping things moving when the going gets tough. For transformation specialists, having a strong champion on board isn’t just helpful—it’s essential.

A great Transformation Champion is more than just a title. This person is typically a senior leader or influential figure who’s deeply invested in the project's success and understands its strategic importance. They’re the ones clearing roadblocks, ensuring the team has what they need, and making sure everyone — from the C-suite to the front lines — knows why this transformation matters.

And here’s a big one: they keep the vision alive. With competing priorities constantly popping up, a Transformation Champion keeps the project front and centre. They remind everyone why this change isn’t just another project but a pivotal shift that can take the organisation to new heights.

One of the most critical tasks for a Transformation Champion is securing the resources and the right team. A champion with influence can gather budget approvals, get the necessary tech and tools, and tap into the best talent in the organisation. They know that a team without resources or the wrong people will struggle, so they prioritise this from the start.

What makes a good team? The champion looks for a mix of subject matter experts, strong communicators, and people who can adapt on the fly. It’s not just about expertise — it’s about chemistry and commitment to the project.

Even the best-planned transformation projects can stumble without broad organisational support. Here’s where the Transformation Champion’s role becomes critical: they’re the internal cheerleader and advocate, constantly communicating the “why” behind the change. This is crucial because people are naturally resistant to change, especially when it disrupts the usual workflow.

The champion builds trust by showing how the project aligns with the company’s goals and will benefit everyone in the long run. They involve leaders from different departments, get feedback early, and address concerns before they snowball.

Transformation projects aren’t sprints — they’re marathons. The champion needs to maintain momentum through the inevitable challenges and slowdowns. This could mean resetting priorities, shuffling resources, or taking hard calls to keep the project moving forward. A strong champion doesn’t back away when the project hits a wall; they find ways to navigate around it.

What happens if there’s no clear Champion in place? For starters, it’s much harder to secure consistent buy-in and support for the project, which means you risk losing momentum—and fast. Without someone in a visible role who’s invested in the transformation’s success, critical resources might not be allocated, and team members may lack clarity or motivation.

Moreover, without a strong Champion, communication can get muddled, and strategic alignment across departments can fall apart. This creates a chaotic environment where teams aren’t clear on priorities or timelines, leading to delays, confusion, and even resistance to change. Transformation requires not just a directive but sustained energy and oversight, which only a committed Champion can provide.

Ultimately, the Transformation Champion is the project’s anchor. They can mean the difference between a successful transformation and one that fizzles out. It’s a critical role, and it’s worth investing time and resources in identifying the right person (or people) who can carry the project forward with clarity, confidence, and consistency. Whether you’re drawing on in-house talent or bringing in fresh expertise with help from a specialist recruitment partner like Malikshaw, the investment in a qualified Champion is one you won’t regret.

So, the next time you’re gearing up for a major transformation, ask yourself: Who’s your Champion? And are they ready to lead the charge?

It’s an understatement to say that AI is reshaping the classic transformation journey. For businesses diving into cloud-native environments, AI opens up a toolkit that’s fundamentally changing how we handle data, secure assets, optimise costs, streamline operations, scale machine learning, and enhance customer experience.

As a leader in tech recruitment, Malikshaw is seeing the demand for specialised AI and cloud transformation skills soar, reshaping what organisations expect from their transformation teams. In this blog, we’re spotlighting six areas where AI is taking cloud transformations to the next level—each one helping organisations move faster, smarter, and more efficiently.

1. Data Management and Integration

AI is making data management in the cloud smoother and way more efficient. Imagine automated data pipelines that handle data ingestion, cleaning, and integration from multiple sources—no more endless manual data-wrangling. Plus, AI-driven data governance is streamlining compliance by automatically tagging and sorting sensitive information, reducing human error, and keeping data secure and audit-ready.

2. AI-Driven Security and Threat Detection

Security teams have historically been bogged down by manual processes and constant alerts. Enter AI. With behavioural analytics and anomaly detection, AI tools can monitor cloud environments 24/7, flagging unusual behaviours and threats in real-time. And when an incident does arise, automated incident response tools spring into action, alerting teams, mitigating threats, and even enabling self-healing systems to keep downtime and losses to a minimum.

3. Enhanced Cloud Cost Optimisation

One thing’s for sure: cloud costs can be unpredictable. AI is bringing some serious optimisation to the table. Through dynamic resource allocation, AI can auto-scale resources based on real-time demand, cutting down on waste while keeping performance high. And with predictive cost management, AI tools can help finance teams foresee costs, manage budgets, and optimise spending by analysing usage patterns and reducing unnecessary expenses.

4. AI-Enabled Operations and Maintenance (AIOps)

AI is giving traditional IT operations a much-needed boost with AIOps, automating tasks that once took hours. Predictive maintenance powered by machine learning anticipates potential issues before they become problems, so maintenance can happen on time and reduce outages. And with automated workflow management, AI can handle repetitive tasks, streamline workflows, and help IT teams respond faster—all while boosting overall productivity.

5. Scalable Machine Learning Model Deployment and Management (MLOps)

Deploying AI/ML models at scale can be a headache, but AI-powered MLOps is here to help. With model training and optimisation in the cloud, businesses can run large-scale training jobs without bogging down local resources. And model lifecycle management tools allow teams to deploy, monitor, and update models efficiently, ensuring they stay relevant as new data comes in—no more outdated algorithms sitting around unused.

6. Customer Experience and Personalisation

AI in the cloud is transforming how businesses connect with customers. With AI-driven personalisation, businesses can tailor experiences based on user behaviour, creating spot-on product recommendations and improving support interactions. And with automated customer support like chatbots and virtual assistants, companies can offer real-time, automated help—resulting in faster responses and higher customer satisfaction.

These six areas are the tip of the iceberg. Whether your focus is on the IT, finance, security, or customer experience teams, AI in cloud transformations is bringing big value and efficiency—especially when aligned with a strategic, long-term vision. AI is no longer just an add-on; it's becoming the engine behind successful cloud transformations, fundamentally shifting the role of digital transformation from reactive to proactive, and the future looks bright.

How AI is Transforming Key Roles In Transformation

AI is driving change across the board, especially in roles with the deep technical demands all transformation specialists will be familiar with. At Malikshaw, we’ve seen firsthand how AI is redefining these positions, helping organisations optimise their resources, improve data accuracy, and streamline complex projects. It’s an exciting time to be in this space.

Predictive Analytics: Planning with Precision

One of the biggest challenges faced by transformation specialists is the uncertainty in project timelines and risk assessment. AI-driven predictive analytics tools can analyse historical data from previous deployments to provide a roadmap that is highly tailored and predictive. By harnessing AI, consultants can now anticipate potential delays, resource bottlenecks, and risks with a level of precision that wasn’t possible before. This allows for more efficient allocation of resources and more accurate, reliable project timelines.

Automation of Repetitive Tasks: Freeing Up High-Value Skills

The same people often spend a significant portion of their time on repetitive, manual tasks—think data validation, checks, and simple data transfers. AI-powered automation tools are revolutionising this part of the job. By automating repetitive or rule-based processes, specialists can focus on higher-value strategic tasks, like complex problem-solving and stakeholder management. This shift isn’t just improving efficiency; it’s allowing specialists to invest their expertise where it matters most.

Enhanced Data Quality for Migration Specialists*

Data migration projects are notorious for being high-stakes and challenging, especially when it comes to data quality. AI-driven data cleaning and validation tools are drastically improving the accuracy and reliability of migrated data. Machine learning algorithms can detect anomalies, flag duplicates, and even predict potential issues based on patterns in the data. By catching errors before they escalate, these tools help data migration specialists deliver cleaner, more accurate migrations, ensuring smoother go-lives and fewer post-migration issues.

Real-Time Collaboration and Monitoring: Bridging Teams Globally

Remote or geographically diverse teams are increasingly common in global deployments. It’s now possible to monitor progress in real time, with AI providing immediate insights into the status of different project stages. These tools help teams remain aligned, even when working across multiple time zones, and empower them to make data-driven decisions faster than in the past.

Risk Management and Proactive Troubleshooting

The more complex the project the more risk is involved. AI tools now allow specialists to monitor vast amounts of project data and receive real-time alerts when potential risks arise. From flagging unexpected delays to detecting errors during a migration process, AI is enabling proactive troubleshooting that mitigates risks before they impact the project. This capability is invaluable for transformation specialists, who can respond immediately and maintain seamless cutovers.

Embracing AI: A Strategic Advantage

While AI may initially seem like a disruptor, it’s more accurately an enabler for professionals in transformation roles such as deployment, cutover, and data migration. By embracing AI tools, specialists can not only enhance their efficiency and accuracy but also elevate their strategic influence in projects. With AI handling routine tasks and assisting with predictive insights, these professionals are now better equipped to focus on innovation, stakeholder management, and value creation.

At Malikshaw, we’re excited to be part of this transformation, supporting specialists who are leveraging AI to drive better outcomes for clients and redefine the future of tech deployment.