Nerisia is a next-generation consultancy that merges strategy, technology, and leadership to help organizations thrive amid rapid change. With experts from global institutions such as Google, Amazon, BMW, and Telefónica, Nerisia builds custom teams to address complex challenges, ensuring every engagement benefits from deep expertise and diverse perspectives. Its mission is clear: to deliver human-aligned strategies that balance innovation, empathy, and practical execution in a tech-driven world.
Dr. Loina Prifti, Leadership Strategist and Executive Digital Transformation Consultant at Nerisia, is a recognized authority on guiding C-suite leaders through digital and organizational evolution. Drawing from her academic background at the Technical University of Munich and hands-on industry leadership, she integrates data-driven insight with empathy to help executives navigate complexity with clarity. Her approach empowers leaders to transform not just systems, but mindsets—creating resilient, purpose-driven organizations prepared for the future.
1. Career Journey: Can you share the most interesting story that happened to you since you started your career, especially one that shaped your leadership approach at your current company?
Quite possibly the most career-changing experience I’ve ever had was when I was CEO of a nationwide biometric identity firm. I found out I was pregnant at an extremely critical stage of company expansion. It wasn’t planned, but rather than stop, I decided to lead full speed ahead. I worked until the completion of the pregnancy and came back full-time two weeks after the birth. I did not want to be treated differently, and I did not want to slow anyone down.
But that experience didn’t dull my ambition, it clarified it. When my daughter was one, I began to ask myself new questions: What kind of impact do I truly wish to have? What kind of legacy am I building? What model do I want to set for her? I knew I no longer wished to lead merely for institutional outcomes, I wanted to
build something of my own values and long-term vision.
That realization gave birth to Nerisia. Today, I don’t lead with less ambition, but with more intention. I navigate clients through complexity with clarity, always anchoring transformation in purpose, not noise. That’s the leadership philosophy that I offer: bold, focused, and deeply human.
2. Career Path: What initially brought you to this specific career path, and how did it lead to your role in this company?
My journey started with a profound interest in how technology, systems, and human action intersect. I did a PhD in Information Systems with focuses on Industry 4.0 and digitalization, not only to discover what emerging technologies are available, but to understand how they influence institutions, choices, and individuals.
I was just as comfortable in government as I was in industry early on in my career. I headed up major projects, from rolling out SAP systems in international manufacturing settings to reorganizing national digital identity programs. What I learned from those experiences was how potent technology is when it is combined with strategy; but how corrosive it is when it becomes disconnected from actual needs, ethics, and culture.
That insight formed the basis of Nerisia. I co-founded the firm with the goal of enabling organizations to make smarter, more strategic innovation decisions when a great deal is on the line. My own professional journey was not straightforward: a sequence of experiences compounded to set me up to lead at the intersection of strategy, technology, and transformation.
3. Company Differentiation: What makes your company stand out from competitors in the market? Can you share an example that highlights this?
Nerisia is unique because we’re best at complexity. We don’t merely put systems in place, we lead organizations through the structural, behavioral, and cultural transformations that help change take root. What sets us apart is the way we integrate strategic clarity, technical proficiency, and human insight, particularly in contexts where resistance, fragmentation, or legacy problems stand in the way.
For instance, we were called in to assist with the rollout of a process management system to a large organization. The project was straightforward in theory, pick a tool and roll it out. However, underneath the surface, there were three major obstacles:
- Poor data quality: Incomplete, inconsistent, and out-of-date data that no one trusted.
- Un-standardized processes: all teams had their own version of “how things are done,” with no documentation and no common terminology.
- Change resistance: some perceived the new system as threatening, believing that it would reveal inefficiencies or bring in jobs to eliminate.
Rather than forcing a technical go-live, we took a step back and re-engineered the approach. We held cross-functional workshops to co-design process maps, communicated data gaps transparently, and developed change communications that addressed employee concerns while reaffirming common objectives.
The outcome of which was not only a successful system launch, but a quantifiable change in ownership, accountability, and interdepartmental collaboration. That’s where we’re different: we don’t impose change. We create readiness, alignment, and momentum.
4. Product Innovation: Are you working on any exciting new products or projects? How do you think this innovation will positively impact your customers?
One thing I’ve been doing more and more of lately is One thing I’ve been doing more and more of lately is helping small and mid-sized companies figure out where they really stand when it comes to adopting new technology. A lot of them feel the pressure to modernize, whether it’s AI, automation, or just cleaning up internal systems, they’re not sure if they’re ready, or where to start.
What we do is take a close look at what’s already in place, how they work, how their data is managed, what kind of internal alignment or confusion exists, and then we help them see the full picture. From there, it’s about making things practical. We give them clear steps, training where needed, and help them prioritize without getting overwhelmed.
And when the situation calls for more than just advice, like when things are stuck or a major transition is underway, we also step in as an interim CEO or transformation lead. That’s something we offer selectively, but it’s incredibly effective in cases where a company needs calm, focused leadership to get through a critical phase.
It’s not about throwing technology at a problem: it’s about creating space for real progress. That’s what makes this work so meaningful.
5. Success Insight: What was the tipping point for your company’s recent success? Was there a change in strategy or approach that others might learn from?
For me, the turning point came when I stopped trying to chase every opportunity and started being really honest about where I create the most value. In the beginning, like many founders, I said yes to a lot, different industries, different types of projects, because I wanted to prove myself and keep things moving. But over time, I realized that real impact only happens when there’s a strong match between what a client truly needs and how I work best.
That shift, being more focused and selective, changed everything. I started working with clients who were navigating complex decisions, often in moments of transition or uncertainty, where I could bring structure, clarity, and momentum. And because I wasn’t spread so thin, I could go deeper, lead with more presence, and actually enjoy the process again.
I think that’s something a lot of people overlook: success doesn’t always come from doing more, it comes from doing the right things with the right people.
6. Challenges and Lessons: Can you share a significant challenge your company faced and how you overcame it? What key lesson did that experience provide?
One project that really stuck with me involved a company that brought us in to help implement a process management system. On the surface, it looked pretty straightforward, pick a tool, set it up, train the team. But once we got inside, it became clear that the real challenge wasn’t the system. It was everything around it.
The data was messy and inconsistent. Every department had its own way of working, so there were no shared processes to build on. And maybe most importantly, people were scared, some were quietly resistant, others openly skeptical. There was this underlying fear that the new system would expose problems or even threaten their jobs.
Instead of pushing forward blindly, we paused. We brought people into the conversation. We mapped out the actual workflows, cleaned the data together, and made sure every voice had space, especially the ones who were most hesitant. It took longer than expected, but when the system finally went live, people weren’t just using it, they owned it.
The lesson? You can’t fix what you don’t understand. And you definitely can’t lead change if you ignore fear. Most of the time, the technical solution is the easy part. It’s the people part that makes or breaks a project.
7. Leadership Impact: In just a few words, what differentiates your leadership role from others in the company? What impact does this have on company culture or product success?
What probably sets me apart is that I don’t just lead with a plan, I lead with presence. I’ve learned that especially in moments of uncertainty or transition, people don’t just need direction, they need someone who stays calm, listens closely, and brings things back into focus when everything feels like it’s moving too fast.
In practice, that means I spend a lot of time simplifying complexity, helping teams reconnect with the “why,” and making sure we’re not just chasing outcomes but making decisions we’re proud of. I believe that how we lead shapes how people show up, and when leadership is grounded, clear, and human, the entire culture shifts. You start seeing more ownership, better conversations, and ultimately, better results.
To learn more about Dr. Loina Prifti and Nerisia’s vision for purposeful digital transformation, visit the website here.
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