Simone Brodt

💡 Innovation in action! Last week, the #InCubeChallenge once again impressively demonstrated what's possible when the brightest minds come together to solve real-world business challenges. As a partner, Roche, together with IQVIA Switzerland, was part of this unique innovation challenge from the ETH Entrepreneur Club for the fourth year in a row. For five days, an interdisciplinary team of students worked inside a glass cube on a crucial question for the future of healthcare: How can AI help transform complex Parkinson's disease data into clear, everyday insights for patients and physicians? Their hard work paid off! We congratulate the team on winning the Audience Award 🏆. Their solution, "Sentinels," is an AI model concept designed to predict Parkinson's risk before motor symptoms appear. A fantastic achievement! The energy, courage, and creativity of the students showed us once again how important Open Innovation is to build bridges between technology, knowledge, and the daily lives of patients and physicians. Hear from Marianne Manchester, Senior Vice President, Global Head of Pharmaceutical Sciences and Executive Sponsor and Carolina Rubel, IQVIA, Vice President, Clinical Project Management, what makes participating so valuable and why the topic of "Decoding Parkinson's" is so crucial. #RocheSchweiz #Innovation #Hackathon

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Krishnan Sankaranarayanan shared that we can define value in AI initiatives by several criteria: ☑️ It must work (function) ☑️ People have to use it (change management) ☑️ People have to use it on the right problems (strategy) In order to be successful and realize value, your digital strategy must be firmly anchored in your corporate strategy and enable it. Culture is not a biproduct - it is a key enabler. Every big company has a distinct culture, and you have to leverage your culture. #FAI2025

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We embraced artificial intelligence with SAP. Right after we started, the team said: "Our goal is to transform how we work and serve our customers." The reason they pushed for this change was clear: Businesses must adapt to survive in a digital world. Even though many were hesitant to embrace new tech. They knew that without change, they risked falling behind. Sadly, this is the reality for many organizations. But I told them that as long as we stay focused, we can succeed. It could be new software or old habits, it didn’t matter. Months went by: And we saw real progress. Processes became smoother and faster. We used AI to support users get analyzed data and improve decisions. The team worked together and achieved great results. So here’s my take: Organizations should not fear digital transformation. Because embracing technology is not a risk. It's a path to growth and efficiency. As long as the goals are clear, what else matters? #AI #artificialintelligent #SAP

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After reflecting on fragile capacity and structural downcycles in my previous posts, and while leading brownfield expansions in this environment, one uncomfortable question keeps returning: who actually carries the consequences of these decisions? Managing a business is not the same as owning a P&L. Managers optimise processes, improve KPIs, and deliver targets. P&L owners carry something different: irreversibility. Every pricing call, capacity decision, inventory build, or capex approval eventually shows up in cash flow. When you own the P&L, trade-offs become real. Growth competes with margin. Market share competes with return on capital. Short-term relief competes with long-term resilience. There is no “functional” answer, only integrated ones. This is why P&L experience changes how leaders think. Forecasts become scenarios. Budgets become risk maps. Reviews become capital allocation discussions. The shift is subtle, but decisive. You stop asking, “Will this work?” You start asking, “What happens if it doesn’t?” That’s the difference between managing outcomes and owning them. #Leadership #PLOwnership #Strategy #CapitalAllocation #BusinessManagement

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Yesterday I had the pleasure of joining SAP HR Connect Portugal 2025 — a day filled with insights, inspiration, and meaningful conversations about the future of HR. In line with the Top 5 HR Trends, as the world of work continues to evolve, HR leaders are being called to lead with purpose, agility, and data-driven insight. These are five key priorities shaping the future of our function: 💡 Put People First: Understand and support employees’ evolving needs — from well-being to career growth and work-life balance. 💡 Make AI Work for People: move beyond automation hype. Use AI to enhance decision-making, streamline processes, and empower teams. 💡 Invest in Skills: the future is skills-based. Equip employees with the capabilities they need to thrive — and grow with the business. 💡 Redefine Flexibility: hybrid is more than location. Flexibility now includes schedules, benefits, and how work gets done. 💡 Lead with Data: use people analytics to anticipate trends, uncover gaps, and drive strategic decisions. At Rovensa, we’ve been on our own transformation journey — implementing SAP SuccessFactors to strengthen our global HR foundation and empower our people. From Employee Central to Performance & Goals, Recruiting, Compensation, Learning, and Career & Development, each module has helped us build a more connected, agile, and people-centric HR ecosystem. We're excited to continue driving innovation in HR — creating meaningful experiences for our teams and supporting our business.

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