Insights from Neel Sus at PLRB Presents! 2024
At first glance, digital transformation and personal transformation might seem like parallel journeys—running alongside each other but rarely intersecting. But according to Neel Sus, CEO of Susco Solutions, they’re not just connected—they’re inseparable.
In his captivating talk at PLRB in March 2024, Neel challenged the traditional view of transformation in tech organizations. His thesis? Most digital transformation failures aren’t due to code or tech—but because of people. And the missing piece isn’t more training in technical skills—it’s deep, personal growth.
The Real Reason Digital Projects Fail
Neel began with a statistic many in the audience found both familiar and jarring: while 30% of project failures are attributed to technical issues, a whopping 70% are due to soft skills gaps—poor planning, lack of agility, resistance to change, and ineffective communication.
The implication is profound: technical expertise isn’t enough. What’s required is a parallel investment in mindset, habits, emotional intelligence, and leadership development.
Neel’s Personal Turning Point
This insight wasn’t just theoretical. Neel shared a raw, honest moment from his life in 2016—overweight, overworked, and unfulfilled—when he realized that to be a better CEO, husband, and human being, he needed to transform from the inside out.
He traded Netflix binges for coaching sessions, spiritual books, and deep introspection. That personal journey—fueled by coaching, reading, and peer learning—didn’t just impact his life. It changed the trajectory of Susco Solutions itself.
- Employee satisfaction skyrocketed from 6.2 to 8.8.
- Client delivery performance improved dramatically.
- The business doubled and tripled revenue year after year.
Applying Personal Growth Principles to Digital Projects
Neel then walked the audience through several case studies where personal transformation directly impacted digital project success:
1. Incremental Change Beats Ambitious Overhaul
Neel described a client who wanted a complete overhaul—new system, new features, new everything. But instead of launching all changes at once, Susco advised a phased rollout: first modernize the legacy system, then iteratively add features.
It seemed counterintuitive, but it saved time, money, and dramatically improved user adoption. Why? Because people—like systems—change best when they’re not overwhelmed.
“Two good habits adopted at once often cancel each other out. The same goes for software changes.”
2. Emotional Baggage Sabotages Communication
Neel got real about his own leadership blind spots, including procrastinating difficult conversations. He traced this back to a childhood memory that instilled a belief he wasn’t likable, which morphed into people-pleasing behavior—even as a CEO.
By uncovering and replacing this limiting belief, he learned to address project risks early and honestly—a habit now ingrained across his leadership team.
3. Digital Adoption is About Human Needs
One of the most overlooked reasons for poor adoption? Fear. Neel drew from Tony Robbins’ model of human needs—certainty, significance, and connection. When users feel threatened by a system change, they resist.
Susco now ensures users understand not just what’s changing—but why it matters to them personally: how it will help their job, increase their value, or eliminate stress.
“When people don’t feel seen in the process, they won’t buy in—no matter how good the tech is.”
4. Purpose Over Ego
Neel’s most powerful story came toward the end: despite adopting healthy habits three times in the past, they never stuck. Why? His purpose was rooted in ego—looking good for college, a wedding, or awards.
But now, his purpose is to be a role model for his kids—a mission far more powerful and enduring.
He drew a direct line between this insight and project success: when stakeholders are aligned to a shared purpose beyond quarterly goals—like empowering teams, increasing service quality, or reducing stress—transformation sticks.
So, What Does This Mean for You?
Neel closed with a simple call to action: start with yourself. Learn about:
- Habits and how to form them.
- Limiting beliefs and how to replace them.
- Purpose and how to define one bigger than yourself.
- Vision casting—for your life and your work.
At Susco, this philosophy isn’t just lip service. Every leader undergoes the Leadership Circle Profile to uncover reactive vs. creative tendencies. This introspective framework is now foundational to how the company leads clients through digital change.
And the results speak for themselves:
- 4.95 on Glassdoor.
- Top-rated vendor on Clutch.
- Explosive growth fueled not just by tech—but by transformed people.
Final Thoughts
In a world obsessed with digital velocity, Neel Sus reminds us: you can’t digitize your way out of a human problem. Successful transformation—of systems, teams, or companies—starts with self-awareness, emotional intelligence, and a clarity of purpose.
The future of digital innovation belongs not just to the best coders, but to the most courageous leaders—those willing to look inward so they can lead outward.