This segment focuses on Ann's practical application of the Apptio tool, detailing how she uses it to understand team capacity, skills, and manage large, cross-platform programs like the SuccessFactors implementation. She explains the complexity of integrating diverse systems (HR, payroll, procurement) and how Apptio helps navigate this "data deluge" to deliver impactful enterprise-wide initiatives. Answer Ann Funai dislikes the buzzword because she sees it as a “weaponized,” nebulous term that gets tossed around without real meaning. Her main criticism is that people invoke “transform” as a mic-drop — saying “we have to transform” without explaining why , what will change, or to what end . , Her practical pushback: whenever someone says “transform,” demand clarity — define the intended outcomes and “embody it and live it” rather than using the word ke, you might not have that manager or executive tag, but people look to you for guidance. when you get that big L tag you know, there's such a human element to it of not just you have to understand the business goals.09:29like there's the obvious stuff is actually the business and the work deliverables. I think what is ofte Video 1 — Key idea: Transformation must be human-centered and outcome-driven — you need to define the why and bring data together into a clear story everyone can understand, while creating psychological safety so teams can try, learn and iterate. , Video 2 — Key idea: The word “transform” has been weaponized and become a nebulous mic‑drop; Ann Funai’s main critique is that people invoke “transform” without explaining what will actually change or to what end, so leaders should define concrete outcomes and “embody” the change instead of using the term as