Digital Control and Human Coherence: A Strange Case of HR, IT
While I’m not really posting ‘Mindful Mondays’, I remain mindful at the beginning of the week, and this is where I wound up today. There’s a cruel irony at the heart of corporate transformation.
We’ve spent two decades automating everything that moves — automating trust, automating “engagement,” automating “culture.”
Now the dashboards look great, but the people running them feel more disconnected than ever.
Digital transformation gave us control. What we lost was coherence.
The IT tribe still holds the keys — spinning frameworks like ITIL, DevOps, Agile — all good, all incomplete.
They can make systems run faster, but they can’t make humans care faster.
Because transformation isn’t digital. It’s behavioral.
And that’s where HR comes in.
Not the “forms and payroll” HR of your nightmares, but the real thing: the one department built to understand behavior, motivation, learning, and consequence — the human system that makes every other system work.
Yet we keep handing the reins to IT, asking them to wire the soul of the organization. That’s like asking an engineer to teach empathy through a firewall.
It’s time for HR to own the management system of service — not the tools, not the tech stack, but the logic that binds people, purpose, and process.
That system already exists. It’s called the Unified Service Management (USM) method.
Five processes. Eight workflows. One coherent model for every service domain — IT, HR, Facilities, Finance, you name it.
USM isn’t another framework; it’s the bridge between them — the place where structure meets behavior and behavior meets purpose.
Add a little HR practice—such as BeingFirst’s Conscious Change Leadership—and you’ve got the full equation:
Structure + Behavior + Purpose = Coherence.
That’s the game. That’s the revolution.
Because the next transformation won’t be digital — it’ll be human.
If you work in HR or IT, and you’re ready to build coherence instead of just control, reach out. Let’s talk about how USM can help your organization think — and serve — as one.
…think you may hear more about this…