Hi, I’m Minniie Juneja
I’m an enterprise transformation and organizational change leader. I’ve been consulting since 2003 and working specifically in change management since 2010 — across AI frontier organizations including Microsoft, technology leaders like Dell, EV innovators like Lucid Motors, and throughout public services, financial services, and nonprofits supporting mental health advocacy and public policy.
My foundation was management consulting: strategy, Six Sigma, operational excellence, and program management at scale. In 2010 I became Prosci-certified and committed to change management as a discipline in its own right, starting in Microsoft’s Office of the CIO — cloud transformation, agile ways of working, and leadership coaching.
Since then I’ve worked through three technology waves. Cloud, when executives could not yet picture their operating model without software shipping on a disc. Digital and scaled agile, when organizations had more data than they had any shared way to make meaning from. And now generative AI, where I’ve led change management for LLM adoption at enterprise scale.
The technology has been unrecognizable from one wave to the next. The business question has been identical every time: how do we translate big strategic initiatives into measurable outcomes?
And the answer has always turned out to be human. In practice that work is three things: developing the leaders who carry the change, reading an organization’s actual characteristics — its history, constraints, and appetite — and synthesizing the approach that fits it rather than the one that worked elsewhere, andshifting behavior so the new way of working survives contact with a hard quarter.
Running alongside all of it, since 2002, has been a second thread — yoga, mindfulness coaching, mental health education, and nonprofit board leadership. It was never a side interest. It’s where I learned what the change-management literature mostly leaves out: that people absorb change through their bodies and nervous systems, not just their calendars.
That combination is what I bring. I’ve led AI adoption at scale, and I think seriously about what human beings are for.
A few use cases I help leaders with as a change consultant and coach
The judgment gap. AI raises output immediately. But the experiences that build judgment — sitting with an ambiguous problem, being wrong in front of colleagues, working something out together — are often the first things automated away. Organizations get faster while quietly getting less wise.
Adoption without maturity. AI adoption has accelerated dramatically. Genuine organizational maturity has not. Most companies can report licenses deployed and training completed while being unable to say whether anyone has actually become more capable.
Governance that fails under autonomy. Gartner predicts more than 40% of agentic AI projects will be canceled by the end of 2027 — citing escalating costs, unclear business value, and inadequate risk controls. Almost none of that is a model problem. It’s a management problem.
The human–AI working relationship. As AI moves from tool to teammate, real behavioral questions surface: what the machine drafts and what the human decides, how teams validate output nobody has full context on, and how people treat one another when the pace changes.
Safety under acceleration. When the pace of work exceeds what people can absorb, what looks like resistance is frequently a capacity limit rather than an attitude problem. Communicating harder makes it worse.
How I work
Executive Coaching · Leadership development
One-to-one work with senior leaders on the specific capability your role demands and you’ve never deliberately built. We locate it honestly, then build it — with the same rigor you’d bring to strategy or operations.
Monthly engagement. A small number of clients at a time.
Consulting & Change Enablement · Organizational synthesis
Short engagements — often a few weeks — diagnosing where an AI or transformation programme is actually thin, and designing what fits your organization rather than what worked at someone else’s. Change strategy, governance and operating models, readiness assessment, champion and enablement networks, and adoption measurement that tracks capability rather than licenses.
Prosci and SAFe certified. Fortune 500, public sector, mental healthcare, financial services, and manufacturing.
Workshops · Behavioral change
A half or full day with your leadership team running the Human Intelligence Stack diagnostic together. Teams leave having named their thinnest capability, with a change plan written in their own words rather than mine.
On-site or remote. Delivered across the US, UK, India, Singapore, and Australia.
Let’s talk
If any of this is live for you right now, I’d be glad to have a conversation.
