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In 2024, mid-market firms lost $655K per failed transformation. Global enterprises lost tens of millions. Why? Because people and systems weren’t aligned. DIG changes the story by embedding readiness, trust, and sustainability at the core of every transformation.

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We’ve passed the point of no return.

Disruption isn’t coming. It’s already here. AI, digital transformation, and shifting workforce expectations have created pressure unlike anything before. Yet, even as organizations invest billions into innovation, most transformations still collapse.

 

  • In 2025, global organizations will waste $2.3 trillion on failed transformations.

  • Mid-market firms lose $655K per failure.

  • Global enterprises lose tens of millions each time.

 

The truth?
It’s not a lack of ideas. It’s not a lack of investment.
It’s the breakdown between human systems and organizational systems.

“Innovation without emotional sustainability is a short-term strategy.”

Why I Created DIG

 

I’ve watched transformation after transformation collapse under its own weight. Not because leaders lacked vision. Not because teams lacked talent. But because the human side of change was treated as an afterthought.

I created DIG because I believe transformation should never come at the expense of people.

DIG was born out of frustration with the old playbook where resistance was labeled as a barrier, where culture was an afterthought, and where organizations mistook activity for adoption.

I wanted to build something different:

  • A system that reads resistance as a signal, not a setback.

  • A framework that aligns people, culture, and operations instead of tearing them apart.

  • A way of being that makes transformation measurable, human, and sustainable.

"DIG exists because I know organizations can thrive in complexity but only when people and systems are in harmony." - Britt Smith, Founder

What Is DIG?

 

DIG is the first Readiness & Sustainability System for Transformation.
t’s not another methodology. It’s not a toolset you drop in and hope sticks.
DIG is a human-centered system that ensures your organization is ready psychologically, culturally, and operationally before, during, and after change.

At its core, DIG is built on three phases:

  1. Discover → Clarify goals, assess readiness, and surface misalignments between people and systems.

  2. Integrate → Co-create solutions, embed trust, and align culture with operations.

  3. Grow → Measure outcomes, evolve practices, and scale what works for lasting transformation.

Unlike traditional frameworks that focus on ways of working, DIG focuses on ways of being. Ensuring people, culture, and operations move in rhythm not in conflict.
 It harmonizes people, culture, and operations so change isn’t just implemented — it’s sustained.

DISCOVER

Clarify emotional and cultural readiness before action.

INTEGRATE

Co-create systems, rituals, and ethical AI-human partnerships.

GROW

Track what’s working. Scale what’s meaningful. Evolve what’s alive.

 

“DIG doesn’t manage change. It makes change more human.”

The DIG Mindset

Ways of Being. Ways of Belonging. Ways of Growing.

  1. Humans are the heart of transformation, never collateral damage in the name of progress.
  2. Trust is not a byproduct of value delivery, it is the value.
  3. Change is a rhythm paced with care, courage, and compassion.
  4. Inclusion is belonging lived in every interaction. Not a policy.
  5. Cultural safety and operational clarity are the anchors of sustainable change.
  6. Emotional insight is not a soft skill, it is strategic intelligence.
  7. Technology must exist serve humanity not consume it.
  8. Make space for resilience, reflection, and renewal, especially when the work is urgent.

What Makes DIG Different?

Where most frameworks stop, DIG listens deeper.

Most transformation frameworks are built to deliver outcomes.
DIG is built to sustain people while delivering outcomes.

Instead of racing through phases, DIG slows down to ask:

  • How do people feel inside this system?

  • Where is trust being built or broken?

  • Are we designing for inclusion or assuming it?

How does The DIG Framework compare to others?

 

DIG doesn’t replace structure, it deepens it. And it brings systems to life by centering the people they’re built for.

 

Core Tools That Set DIG Apart:

THRIVE Metrics

Measure emotional health across trust, energy, inclusion, resilience, and engagement giving leaders real-time insight into what matters most.

MEB (Mental & Emotional Budgeting)

Track where emotional energy is being spent, leaked, or overdrawn then rebalance to support sustainable leadership and team resilience.

The HUMAN Model 

Design systems that support emotional sustainability, resilience, inclusion, and whole-person leadership not just surface-level safety.

CoValue Scoring

Evaluate the emotional and ethical resonance of your solutions ensuring outcomes are not only delivered, but felt as valuable by the people they impact.

"DIG is building trustable systems people want to stay in because they helped shape them."

Get the DIG White Paper

 

Explore how the DIG Framework brings emotional sustainability, trust, and inclusion into the heart of AI-powered transformation.

Inside, you’ll discover:

  • Why emotional sustainability is the missing link in AI-powered transformation

  • A deep dive into the Discover → Integrate → Grow model

  • Practical tools like THRIVE, MEB, and the HUMAN Model

  • An illustrative case showing how DIG could rebuild trust during a healthcare AI rollout

  • A clear call to action for leaders ready to evolve with empathy and intention

Discover the White Paper.Â