Maggie DiDonato

I attribute my success to a deep belief in the power of people and process working in harmony. I’ve always been drawn to complexity, not to tame it with control, but to unlock clarity through collaboration, structure, and empathy. Whether guiding teams through large-scale change or helping leaders connect strategy to action, I’ve found that success comes from listening deeply, asking the right questions, and empowering others to step into their strengths. Throughout my career, I’ve embraced discomfort as a catalyst for growth, both for myself and the organizations I serve. That mindset, combined with a strong foundation in process excellence and a passion for building trust across teams, has helped me consistently deliver meaningful, lasting impact.

The best career advice I ever received came from my mother. She told me I could be whatever I wanted to be—and I believed her. As I’ve grown older, I’ve come to realize what she really meant: if you can figure out what you want, map out how to get there, and work your ass off—you can do anything. That mindset has carried me through every career pivot, challenge, and transformation I’ve helped lead. It’s not just about ambition—it’s about clarity, grit, and follow-through.

My advice to young women entering this industry: Stay true to yourself. You don’t need to mimic the playbook you’ve seen men follow, especially if it doesn’t resonate with who you are. Some of the most powerful leaders I’ve worked with lead with authenticity, compassion, and conviction. Those aren’t soft traits—they’re superpowers. Look to the women who inspire you, not because they conform, but because they lead in a way that feels true. The world doesn’t need more copy-paste leadership; it needs more you. Don’t shrink to fit. Take up space, ask bold questions, and trust your voice. It belongs at the table.

One of the biggest challenges in my field right now is sustaining change beyond implementation. Many organizations focus heavily on go-live moments—new systems, structures, or strategies—but underestimate the long-term effort required to embed new ways of thinking and working. Without strong internal ownership, change fatigue sets in, and momentum fades. But this is also where the opportunity lies. There’s growing recognition that change management isn’t just a project phase—it’s a capability. Organizations that invest in building internal muscle in their leaders, Super Users, and everyday teams are the ones that drive transformation that sticks. The future belongs to businesses that see change not as a disruption to manage, but as a core competency to cultivate.

The values that matter most to me—both in work and in life—are integrity, curiosity, and connection. I believe in doing what’s right, even when it’s hard. I ask questions that challenge the status quo, not for the sake of disruption, but to find better ways forward. And I deeply value the relationships I build along the way, because trust, empathy, and shared purpose are what truly drive transformation. At the heart of it, I want to leave people and systems better than I found them. That means showing up with honesty, listening closely, and never losing sight of the human element in the work we do.