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Why AI Transformation is a Human Imperative, and the Role the CHRO Must Play

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A year after IBM’s Deep Blue defeated Garry Kasparov in 1997, Kasparov did something unexpected. Rather than retreat, he invented a new form of chess he called ‘advanced chess’, pairing human players with computers to see what they could produce together. The result was remarkable. Even moderately skilled players, armed with a standard machine, were capable of defeating both grandmasters playing alone and computers operating without human input. The combination was categorically superior to either element in isolation.

By: David Henderson , Group CHRO, Al-Futtaim 

That experiment carries an important lesson for organisations navigating AI today. The instinct understandable, but mistaken, is to frame AI as a technology story. It is not. AI reshapes jobs, redistributes decision rights, resets operating models, and forces us to reconsider deeply embedded ways of working. It intersects directly with creativity, cognition, confidence, identity and employability. It produces as many human questions as it does technical ones.

This is why the organizations that are genuinely converting AI from experiment into competitive advantage are those that have understood it, first and foremost, as a large-scale human transformation, one that demands the business, the CHRO and the CIO working as genuine partners, each bringing what the other cannot.

The organisations winning with AI are not those with the most sophisticated technology. They are those that have most deliberately redesigned how humans and machines work together.

The Case for the CHRO

The most effective AI transformations are driven by a tight three-way partnership:

the business setting the agenda and owning outcomes,

the CIO providing the technology platforms,

data infrastructure and governance,

and the CHRO leading the human transformation that determines whether AI delivers value at scale or stalls in pilots.

Each is essential. None is sufficient alone.

What has changed is the recognition that the human dimension, the design of work and decision rights, the building of workforce capability, the management of trust and ethics, the orchestration of adoption across large and diverse employee populations, is not downstream of the technology. It is a primary enabler of it. That is the CHRO’s territory, and it demands the same strategic weight as the technology agenda itself.

In this paper, I propose a model for how CHROs can lead AI enablement through four interconnected roles: Design Architect, Capability Steward, Adoption Catalyst, and Transition Guardian. Each role addresses a distinct dimension of the human transformation that AI demands. Together, they represent a holistic operating mandate for CHROs who are serious about delivering sustained enterprise value from AI, not just deploying tools.

01) Design Architect: Redesigning work, roles and decision rights for the AI era

AI transformation fails far more often because of organisational design choices than because of technology limitations. When companies deploy AI tools without redesigning how work is done, decision rights blur, accountability erodes, adoption stalls, and productivity gains remain trapped in pilots. The technology is rarely the binding constraint. The organisation almost always is.

The CHRO’s role as Design Architect is to get ahead of that problem. This means providing overarching direction on how work should be redesigned so that human judgment and AI-generated insight are deliberately combined, not accidentally layered on top of each other. It means clarifying which decisions remain human-led, which are AI-supported, and where accountability ultimately sits. And it means building an operating model architecture that is dynamic enough to evolve as AI capabilities continue to develop rapidly.

In my own experience, incrementalism in this domain is almost always destined to fail. The organisations that are getting this right are making bold, decisive design choices, and in some cases, breaking up parts of the organisation that have long been treated as untouchable.

In Practice — Procter & Gamble
P&G redesigned decision models across forecasting, procurement and product innovation so that AI produces insights and options while humans retain final say on portfolio bets, supplier strategy and innovation priorities.

Critically, AI was embedded directly into logistics decision forums — rather than remaining siloed in group-level analytics teams, removing information-sharing barriers and enabling real-time decision-making at scale.

In Practice — Microsoft
Microsoft intentionally redesigned all knowledge-work roles so that AI copilots handle drafting, synthesis and retrieval, while employees retain judgment, prioritisation and accountability. The result was not simply cost reduction,it was the redeployment of released cognitive capacity into revenue-generating innovation and customer experience improvement.

Being intentional on organisational design means staying one step ahead of technological adoption, not one step behind it. The CHRO must proactively reimagine how AI reshapes the value chain and translate that vision into operating model decisions — rather than reactively course-correcting after tools have already been deployed.

02) Capability Steward: Building enterprise-wide, continuous learning systems that keep pace with AI

In the AI era, capability, not technology, is the primary constraint on value creation. The organisations that are scaling AI effectively are not those with the most sophisticated tools. They are those whose people know how to use them confidently, critically, and productively in the context of real work.

The CHRO’s role as Capability Steward is to build the learning infrastructure that makes this possible at scale. This means moving decisively away from episodic, one-size-fits-all training models, which are structurally unsuited to the pace of AI change, towards continuous, contextual learning systems that are embedded in daily workflows.

It means developing AI fluency across the workforce, not just in specialist teams. And it means maintaining ongoing insight into which capabilities are emerging, shifting or declining as the skills economy evolves.

In Practice — Amazon

Amazon treats AI capability as core workforce infrastructure rather than a specialist skill. It has built role-specific learning pathways combining foundational AI fluency with immediate, in-role application, particularly in operations, logistics and corporate functions.

The result has been faster adoption of AI tools across large frontline and corporate populations, with measurable productivity gains driven by applied capability rather than isolated expertise.
From My Experience — Zurich Insurance

During my time at Zurich, we built an enterprise-wide AI and digital capability ecosystem that combined broad AI literacy with deep domain-specific learning for underwriters, claims handlers and risk professionals. Learning was continuous and embedded in daily workflows.

Critically, we also focused on transferable skill identification, enabling us, for example, to rapidly retrain and redeploy claims handlers as customer service agents based on strong overlaps in their underlying skill profiles. That flexibility became a genuine competitive asset.

The CHRO must protect long-term capability health and resilience, not simply optimise for short-term productivity. Organisations that treat AI learning as a one-time training event will struggle to sustain adoption. Those that build continuous learning as an organisational capability will compound their advantage over time.

03) Adoption Catalyst: Empowering employees as co-creators of AI value, not passive recipients of it

Many CHROs of my generation were trained in a change management orthodoxy that starts at the top of the house, guiding coalition, executive sponsorship, structured project timelines. That model is not wrong, but it is increasingly insufficient for AI.

Top-down governance and strategy remain essential. But scalable AI value does not come from mandates. It comes from the bottom up, from employees who understand the work and are empowered to apply AI where insight is deepest and value most immediate.

The CHRO’s role as Adoption Catalyst is to create the conditions for this to happen: building cultures of experimentation and knowledge-sharing, aligning incentives and recognition to reward participation, and enabling employees to co-create AI use cases rather than simply receive them.

This is a fundamental shift from change management to what I would call change orchestration, leaders creating the environment in which adoption flourishes, rather than driving it through compliance.

In Practice — Al-Futtaim Blue Loyalty Platform

The clearest proof point I can offer comes from our own experience at Al-Futtaim. The group’s Blue Loyalty Platform uses AI to combine behavioural, transactional and partner data to deliver personalised offers and purchase recommendations across our retail and service channels.

What made this work was not central design — it was that the use cases were developed by multi-disciplinary frontline retail employees, working in agile action-learning teams, applying their direct customer insight to build the recommendations.

AI was embedded into frontline and digital workflows by the people who understood those workflows best. The result has been measurable revenue uplift driven by use cases rooted in real customer interactions — not boardroom hypotheses.
In Practice — Google

Google runs AI adoption through a culture of experimentation supported by internal communities, shared tooling and lightweight governance. Employees apply AI to improve workflows, products and services; successful use cases are productised and scaled through internal platforms. This produces rapid diffusion of best practices, strong employee ownership, and continuous improvement generated by those doing the work.

Employees need to define the tools they need , not simply learn the tools they are given. That distinction is everything when it comes to whether AI adoption takes root or stalls.

Bottom-up adoption is not a cultural nicety. It is the mechanism through which AI becomes embedded, differentiated and commercially meaningful at scale. Organisations that get this right do not deploy AI. They make AI part of how the organisation thinks.

04) Transition Guardian: Ensuring AI adoption is ethical, transparent, and in the long-term interest of employees

AI introduces legitimate concerns that the CHRO cannot afford to minimise: fairness, transparency, surveillance, bias, job security, long-term employability. If these concerns are not addressed proactively and honestly, trust erodes, and without trust, adoption stalls regardless of how good the technology is.

The CHRO’s role as Transition Guardian is to ensure that AI adoption is consistent with organisational values and strengthens, rather than undermines, the employee value proposition.

This means embedding ethical guardrails and human oversight into AI adoption from the outset, not retrofitting them under regulatory pressure. It means communicating honestly with employees about what AI will change, what it will not change, and what pathways exist for reskilling and redeployment.

And it means treating strategic workforce planning not as an HR administrative function, but as a core enabler of organisational resilience.

Today’s employees need to focus less on specific target jobs and more on building transferable skill profiles that will serve them across a career that is certain to be turbulent. They need to feel that their organisation has their back. The CHRO must make that commitment credible, not through reassurance, but through concrete pathways.

In Practice — Salesforce

Salesforce has embedded ethical and responsible AI as a prerequisite for scale rather than a control imposed after deployment. The company requires mandatory Responsible AI training, applies humanin-the-loop oversight for AI-enabled decisions, and maintains clear disclosure standards when AI influences employee or customer outcomes.

The trust this generates has driven faster adoption, stronger employee engagement, and meaningfully reduced legal, regulatory and reputational risk.
In Practice — Unilever

Unilever explicitly links AI adoption to employability and internal mobility. As AI reshapes roles, the company invests heavily in reskilling and redeployment pathways, reframing AI as augmentation rather than displacement.

Workforce planning, learning and ethics are intentionally connected rather than siloed , and employees can see a credible future for themselves within the transformation.

Trust is not a soft outcome of AI transformation. It is the hard prerequisite for scaling it. The CHRO who treats it as such will find that ethical, transparent AI adoption does not slow the transformation down — it is the thing that makes it durable.

The CHRO Skill set for AI Enablement

Having defined the four roles the CHRO must play, it is worth being specific about the skills and attributes required to execute each one. In an environment where AI success is increasingly determined by organisational design, capability building, adoption dynamics and trust, not technology, these capabilities define whether the CHRO is shaping the transformation or reacting to it.

Design ArchitectCapability StewardAdoption CatalystTransition Guardian
Operating Model DesignLearning at ScaleChange OrchestrationEthical Judgement
Work & Role DeconstructionAI Fluency TranslationEmployee Empowerment MindsetTrust Stewardship
Decision Rights ClaritySkills Architecture & Workforce SensingIncentive & Recognition DesignStrategic Workforce Planning
Systems ThinkingAction Learning SystemsBusiness Experimentation LiteracyRisk Anticipation
Enterprise Co-CreationFuture Capability StewardshipCultural Signal AwarenessClear, Honest Communication

A few points of emphasis.

As Design Architect, the most underrated skill is enterprise co-creation — the confidence and credibility to act as a genuine co-owner of AI strategy with the CIO and business leaders, not merely as a supporting function.

As Capability Steward, future capability stewardship is distinct from short-term productivity optimization; CHROs must protect long-term organisational resilience, not just near-term performance.

As Adoption Catalyst, cultural signal awareness is often more powerful than formal programmes, leadership language and behaviour either accelerate or silently undermine adoption at scale. And as Transition Guardian, clear and honest communication, including on uncertainty and difficult tradeoffs, is the foundation on which all of the other skills rest.

Without it, none of the others land.

Conclusion: The Human Transformation Imperative

Organisations that are genuinely winning with AI are not those with the most sophisticated technology stacks. They are those that have most deliberately and thoughtfully redesigned how humans and machines work together, rethinking operating models, building capability at scale, empowering employees as co-creators, and managing the transition with ethics and transparency.

The CHRO who grasps this, who acts as Design Architect, Capability Steward, Adoption Catalyst and Transition Guardian simultaneously, becomes one of the most important executives in the organisation. Not because HR has staked a claim to a technology agenda, but because the most important levers for AI value creation are organisational and human, and those are precisely the levers that CHROs are equipped to pull.

Kasparov’s advanced chess experiment showed us, a quarter of a century ago, that the most powerful outcomes emerge not from humans or machines working alone, but from their deliberate, skillful combination. The CHRO’s mandate is to make that combination work, at enterprise scale, at pace, and without losing the trust of the people it depends on.

That is not a supporting role. It is a defining one.

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David Henderson is Group CHRO of Al-Futtaim Group, one of the Middle East's largest diversified conglomerates. He has previously served as CHRO of Zurich Insurance Group, MetLife and PepsiCo.

Tech Features

Role of Digital Citizenship in Countering Misinformation and Protecting Social Cohesion in UAE

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Dr. Soumaya Abdellatif, Head of Sociology Department, Associate Professor, College of Humanities and Sciences, Ajman University

The greatest challenge of our time is not merely that people believe false information. It is that the very boundary between truth and opinion, fact and emotion, credibility and visibility, has become increasingly vague.

This shift signals a transformation in symbolic authority itself. Trust has not simply declined – it has been displaced. Traditional institutions no longer monopolize credibility, while digital platforms have multiplied voices without necessarily strengthening legitimacy.

In societies such as the UAE – built on coexistence, institutional trust, and the delicate management of cultural diversity, this challenge carries particular strategic weight. This is where digital citizenship ceases to be an educational slogan and becomes a matter of national importance.

Beyond Media Literacy

At its core, digital citizenship is a contemporary form of civic responsibility. It deals with how individuals participate in the digital public sphere, how they interpret information, and how they contribute – consciously or unconsciously, to the production of collective trust.

(1)As Manuel Castells once stated, power in network societies increasingly operates through control over communication flows. The question is no longer simply who speaks, but whose voice becomes visible, amplified, and believed.

Trust as Social Infrastructure

In the UAE, misinformation is not merely a media concern – it is also a matter of social architecture. The country’s model of stability rests on institutional credibility, intercultural coexistence, and high levels of public trust.

This explains why the UAE has invested heavily, not only in digital transformation, but also in institutional clarity and communication governance. (2) Federal Decree-Law No. 34 of 2021 on combating rumours and cybercrime reflects an important principle: digital stability is inseparable from social stability. The objective is not merely punitive regulation, but the protection of public confidence itself.

Youth, Families and the Transformation of Authority

Young people are not passive consumers of information; they are producers of narratives, identity, legitimacy, and influence. They shape public conversations long before institutions respond to them.

In previous generations, legitimacy flowed vertically: from institutions, schools, family structures, and recognised expertise. Today, authority is increasingly negotiated horizontally- through peers, influencers, networks, and algorithmic visibility.

In addition, families act as the first school of civic trust. Long before formal media literacy programs, individuals learn how to relate to truth, disagreement, and legitimacy inside the home.

Why Social Sciences Matter

The response to misinformation cannot be reduced to fact-checking mechanisms or technical media literacy alone. What is required is a deeper intellectual infrastructure – one that social sciences are uniquely positioned to provide.

Sociology, communication studies, political science, and anthropology do not merely teach individuals how to verify information; they teach them how power operates, how legitimacy is constructed, how public opinion is shaped, and how collective trust is sustained or eroded.

A National Priority

The UAE has positioned itself as a global leader in artificial intelligence, digital governance, and future-oriented policy. This ambition is both necessary and admirable.

In this scenario, digital citizenship is not a secondary educational concern. It is part of national security, social sustainability, and the long-term legitimacy of institutions.

The UAE is not only managing digital transformation; it is helping to define what responsible digital modernity should look like.

Because in the end, the future of social cohesion will not be decided by technology itself, but by who is trusted to interpret reality in the digital age.

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Spotlight

Clarity Before Compute: Why AI Strategy Must Come Before Infrastructure

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Enterprise AI has entered a new phase. The conversation is no longer centred on whether organisations should invest in artificial intelligence, but on how they can transform that investment into measurable business value.

By: Mohammed Hilili – General Manager, Lenovo Gulf

Across the GCC, enterprises are moving beyond experimentation. Pilot projects are giving way to enterprise-wide deployments as organisations seek to integrate AI into customer experiences, business operations, software development, cybersecurity and decision-making. Yet despite growing investment, many AI initiatives continue to struggle to deliver the outcomes leadership teams expect.

In my experience, the reason is rarely the technology itself. More often, organisations begin with the wrong conversation.

Too many AI discussions start with infrastructure specifications, GPU availability or the latest foundation models. These are undoubtedly important decisions, but they are not the first ones organisations should make.

The first question is much simpler.

What business problem are we trying to solve?

Without a clear answer, AI initiatives often remain isolated demonstrations of technical capability rather than platforms capable of delivering sustainable business value.

From AI Pilots to Enterprise Platforms

Across industries, organisations have spent the past two years experimenting with generative AI. Many have successfully launched departmental pilots that demonstrate what AI can achieve within a controlled environment. The greater challenge now lies in scaling those experiments across the enterprise.

That transition requires far more than additional computing power. It demands clear governance, high-quality data, well-defined business objectives and an architecture capable of supporting continuous growth. Successful AI adoption is increasingly becoming an organisational transformation exercise rather than simply another technology deployment.

Business Strategy Before Infrastructure

I recently worked with a leading regional financial institution looking to strengthen its research and development capabilities through AI. The ambition was clear, but many practical questions remained unanswered.

How much computing capacity would the organisation require? Which GPU architecture would support both current and future workloads? How could the environment remain scalable as AI adoption expanded across the business?

These may appear to be technology questions. In reality, they are strategic business decisions with long-term operational consequences.

Instead of beginning with hardware selection, we started by understanding the organisation’s objectives. Together with the leadership team, we assessed AI readiness, identified priority business outcomes and defined what success would look like before discussing infrastructure.

Only after establishing that foundation did we determine the appropriate compute resources, architectural approach and deployment model required to support long-term growth.

The result was not simply a successful implementation but an AI platform capable of evolving alongside the organisation’s ambitions.

AI Readiness Extends Beyond Technology

Many organisations still view AI readiness primarily through the lens of infrastructure. In reality, readiness begins much earlier.

Leadership alignment, data quality, governance frameworks, cybersecurity, skills development and measurable business outcomes all influence whether an AI initiative succeeds or stalls. Infrastructure remains essential, but it should support strategy rather than define it.

The organisations achieving the strongest results are those treating AI as a long-term business capability rather than a series of disconnected technology projects.

Building for a Hybrid AI Future

Enterprise AI environments are also becoming increasingly hybrid. Certain workloads will remain on-premises to address latency, compliance or data sovereignty requirements, while others will leverage the scalability of public cloud environments.

This makes architectural flexibility increasingly important. Organisations need infrastructure strategies capable of supporting multiple deployment models while allowing AI workloads to evolve alongside changing business priorities.

Selecting technology is therefore no longer simply about purchasing hardware. It is about building an adaptable foundation capable of supporting continuous innovation over many years.

The GCC Opportunity

The GCC is uniquely positioned to accelerate enterprise AI adoption. Governments across the region continue investing heavily in digital transformation, sovereign AI capabilities and next-generation cloud infrastructure while strengthening regulatory frameworks around data governance and cybersecurity.

These investments provide organisations with an increasingly mature environment in which to deploy AI at scale. However, long-term success will depend less on access to technology than on the ability to align AI investments with clear operational priorities and measurable business outcomes.

As AI becomes embedded within core enterprise operations, leadership decisions made today will determine competitive advantage for years to come.

Why Clarity Still Comes Before Compute

Technology will continue evolving at remarkable speed. New AI models, specialised processors and deployment approaches will continue reshaping the enterprise landscape.

What will remain constant is the importance of making the right decisions before investing.

At Lenovo, this philosophy shapes how we work with customers. We believe AI is not simply a product to deploy, but an organisational capability that develops over time. By combining advisory expertise with infrastructure, lifecycle services and long-term planning, organisations can reduce uncertainty, optimise investment and build AI platforms that continue creating value as business needs evolve.

The organisations that lead in the AI era will not necessarily be those with the largest AI budgets or the most powerful infrastructure. They will be those that begin with business clarity, build the right foundations and scale with purpose.

Because in enterprise AI, infrastructure enables transformation—but clarity makes it possible.

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Tech Features

Why UAE organisations cannot afford to get their AI storage strategy wrong

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BY: Owais Mohammed, Regional Lead & Sales Director at WD for the Middle East, Africa, Turkey, and the Indian Subcontinent

The UAE’s ambition to become a global AI powerhouse is well established. Government investment is flowing, infrastructure is scaling, and organisations across every sector are accelerating their AI programs. But beneath the strategic announcements and the technology deployments, a fundamental question goes unanswered: is the data storage infrastructure underpinning all this built for what comes next?

For many organisations, the honest answer is: not yet. Storage is rarely the first conversation in an AI strategy discussion. It tends to be treated as a commodity decision made late in the planning cycle, long after the headline architecture choices like GPUs/CPUs have been made. That approach made sense in simpler times, but not in today’s data-driven AI economy.

The scale of what is coming

To understand why, organisations need to understand the sheer data volume that is coming their way. Global data creation is forecast to rise to 718.5 Zettabytes (ZB) through 2030 (IDC source: Market Forecast: IDC Global DataSphere Forecast, 2026-2030, June 2026, Doc #US53425426), more than tripling in five years.

AI is both a driver and a consumer of this growth. Every model trained, every inference run, every data pipeline operating continuously across a distributed architecture is generating and demanding access to data at a scale that earlier generations of infrastructure were not designed to support.

Businesses that will absorb this growth successfully are not those with the fastest individual components. They are those with architectures designed to handle volume, variety, and velocity simultaneously, at a cost that remains economically sustainable as scale increases. That is the storage strategy challenge that needs to be addressed upfront and not as an afterthought.

Why a single technology cannot solve it

A common mistake is to frame the storage decision as a technology choice: SSDs versus HDDs, flash versus spinning disk, performance versus capacity. The world’s most sophisticated storage operators, including hyperscalers and major cloud service providers, have already moved past this framing. They do not choose one technology. They deploy multiple of them, in a tiered architecture that places data on the medium best suited to its requirements.

The logic is straightforward. SSDs deliver the high IOPS and low latency that real-time, performance-critical applications demand. HDDs provide the massive capacity and cost efficiency required for the vast middle tier of active and warm data, and currently continue to represent approximately 63% of worldwide installed storage capacity through 2030. Tape generally handles archival, regulatory, and compliance workloads where retrieval times of hours or days are acceptable, representing just under 8% of worldwide installed cloud storage capacity in 2025.

These are not competing technologies. They are complementary ones, each serving a distinct purpose within a coherent architecture. The question is how each is deployed where it delivers the greatest value.

Making tiered architectures work in practice

Knowing that tiered storage is the right model and implementing it effectively are two different things. At the scale hyperscalers operate, where storage volumes are measured in hundreds of exabytes, manual allocation of data across tiers is neither practical nor efficient.  Nor can all data live on cost prohibitive flash. The mechanism that makes tiered architecture manageable is software-defined storage (SDS), which pools resources centrally and provisions capacity dynamically based on demand. Rather than pre-allocating fixed capacity to individual applications, SDS responds to where data needs to be, improving overall utilisation and reducing waste.

Together, tiered architecture and SDS provide the flexibility and economic efficiency that hyperscale environments depend on. But this model is not the exclusive preserve of the world’s largest operators. For emerging infrastructure providers, including Neoclouds that are expanding rapidly across the region, the same principles apply. Architecture decisions made today will determine whether future growth is economically sustainable or structurally constrained. The window to get this right is earlier than many organisations assume.

Innovation at the storage level

Architectural thinking also changes how storage technology itself must evolve. An organisation that understands its workloads, plans for data growth, and builds tiered infrastructure will eventually reach the limits of what current storage innovations can deliver. That is why, manufacturers like WD are approaching HDDs not only as a mature, reliable product but as a technology with significant headroom remaining to help increase capacity, lower power and cost effectively scale AI data. They are advancing recording technologies, exploring novel materials, and embedding intelligence at the drive level. The aim is not incremental improvement. It is expanding the boundary of what high-capacity storage can deliver for the architectures customers are building today and the workloads they will run tomorrow.

The leadership dimension

The organisations that navigate the AI era most effectively will not be those that simply procure the latest hardware. It will be those that understand the architectural decisions that determine long-term performance, cost and scale, ask better questions earlier in the planning process, and treat storage infrastructure strategy as a source of competitive advantage rather than a procurement exercise.

Storage sits at the foundation of every AI workload, every data pipeline, and every digital service an organisation delivers. Getting the architecture right is not a technical detail. It is a leadership decision. And in a market moving as quickly as the UAE’s, it is one that deserves to be made with the same rigour and strategic intent as any other.

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