If there’s one thing I’ve learnt over the years—through building a business, writing a book, speaking on stages, and yes… navigating my own neurodiversity—it’s this:

Technology doesn’t transform organisations. People do.

And that is exactly why this week’s episode of the podcast felt so important to record.

I sat down with Peter Rising, and honestly… he’s one of those people you meet and immediately think:

“Yes. You get it.”

Because whilst he’s a senior partner cloud solution architect at Microsoft, a former MVP, author, and YouTuber… that’s only the surface. What really stood out to me was the human behind the architecture.

From Firewalls to the “Wild West” of the Cloud

We started with a question I think many of us are quietly asking:

What’s actually changed in security over the last decade?

And Peter Rising described it perfectly.

Ten years ago, everything sat neatly behind firewalls. It felt contained. Predictable. Protected.

But then came the cloud… And suddenly?

It became a bit of a wild west.

Data isn’t sitting in one place anymore. It’s everywhere. Across platforms. Across devices. Across geographies.

And here’s the bit that really hit home…

  • 👉 Organisations didn’t always prepare for that shift.
  • 👉 Some moved quickly… without doing the groundwork.
  • 👉 And now they’re trying to retrofit governance into something already live.

Sound familiar? Because this is exactly what we see in information management too.

We don’t just “turn on” transformation. We design for it.

Let’s Talk About AI… and the Fear No One Wants to Admit

We couldn’t not talk about AI. Copilot. Automation. Productivity leaps.

And yes… that quiet fear sitting underneath it all: “Am I still needed?”

Here’s what I loved about this conversation. There was no hype. No panic. Just truth. Peter Rising said something that I think every leader needs to hear:

  • 👉 The human element is more critical than ever.

AI can create. AI can accelerate. AI can support. But it needs:

  • Direction
  • Context
  • Refinement
  • Governance 

It needs you.

And I always say this in my sessions… It’s called Co-Pilot, not Pilot for a reason. We are not being replaced. We are being elevated—but only if we step into that role.

Allyship Isn’t a Label. It’s a Behaviour.

One of my favourite parts of the conversation was when we moved into diversity and allyship.

Because let’s be honest… Calling yourself an ally is easy. Living it? That’s where it gets uncomfortable.

Peter Rising was really clear:

  • 👉 Allyship is about backing up your words with action.
  • 👉 It’s about calling things out when they’re wrong.
  • 👉 It’s about consistency—even when no one is watching.

He shared examples we’ve all seen:

  • A woman in the room… but the question goes to the man
  • Expertise present… but not acknowledged
  • Voices there… but not heard

And if we want to change that We don’t need more statements. We need more bravery.

Neurodiversity: Not a Buzzword. A Reality.

Now this part felt personal.

Because both Peter Rising and I opened up about our own experiences.

For him—Tourette’s syndrome. For me—dyslexia and ADHD.

And what I loved most was the honesty. No sugar-coating. No “this is my superpower” narrative. Just real conversations about what it actually means.

Yes—neurodiversity can bring incredible strengths. But it also comes with:

  • Challenges
  • Adjustments
  • The need for support

And as Peter put it:

  • 👉 Every person is unique. There is no one-size-fits-all approach.

So organisations—this one’s for you…

It’s not about labels. It’s about listening. It’s about asking: “What do you need to do your best work?”

Boundaries in a World That Never Switches Off

We also touched on something I know so many of you are struggling with right now:

Burnout.

Especially in security. Especially in leadership. So I asked Peter:

“What’s your non-negotiable?”

And his answer?

  • 👉 Clear boundaries. Context switching. Work mode. Home mode. Being fully present in each.

And I loved his honesty here too… He hasn’t always been great at it. He’s still learning. Aren’t we all? But that awareness? That’s the start.

What Do You Want to Be Known For?

We ended the episode with a question I often ask… and I think we should all ask ourselves more:

What do you want your stamp on the industry to be?

His answer stayed with me. He didn't say: 

  • Titles
  • Achievements
  • Certifications

He said:

  • 👉 "Someone who cared. Someone who tried to make a difference."

And honestly? If more leaders focused on that, imagine what our industries would look like.

My Reflection (And Yours)

This conversation reminded me of something I say all the time in my work with information leaders:

We are not just managing data. We are shaping the experience of people through it.

Technology will continue to evolve. AI will continue to accelerate. But the organisations—and leaders—that succeed? They will be the ones who:

  • Keep humans at the centre
  • Create space for difference
  • Lead with action, not words
  • And never forget that behind every system… is a person

If You Take One Thing Away…

Let it be this:

Don’t hide behind the technology.
Step forward as the human leading it.

Because that? That’s where the real impact is.

If you haven’t listened to the episode yet, I highly recommend it—it’s one of those conversations that will make you pause, reflect, and maybe even rethink how you show up in your work.

And as always…

What’s one thing you’re going to do differently after reading this?