Global markets are contending with a period of pronounced uncertainty, driven by economic volatility, shifting political landscapes, and rapid advances in technology. “Right now, geopolitics are worse than they have been for a while and it’s unpredictable,” says Christophe Derdeyn, Managing Director of Icon Cloud Solutions. “That makes life very difficult when setting up long-term operations. You need to place your bets in countries where you believe you can manage things predictably over the next decade.”
A seasoned global entrepreneur and visionary leader in business transformation and IT innovation, Derdeyn emphasizes strategic thinking that is grounded in pragmatism and, most importantly, human connection. With more than twenty years’ experience, he focuses on building resilience that can endure not just market changes but organizational and cultural shifts as well.
Building Transformation on Solid Foundations
“Business transformation can touch many areas,” Derdeyn says, “whether you’re optimizing your supply chain, back office, or production.” His particular expertise lies in back office optimization, where he advocates strongly for the power of centralization. “Centralization always benefits an organization,” Derdeyn explains. “It helps you critically assess what is still relevant, eliminate double work, and typically reduce the overall workload by 20 to 30%.”
For Derdeyn, successful centralization is not simply about cost-saving exercises; it is a strategic act of clearing operational clutter to sharpen focus on value-creating activities. Still, Derdeyn cautions a thoughtful approach to centralization, emphasizing that success depends on assessing the broader context. “You have to consider the cost, the political environment, and the availability of skilled labor in your chosen location,” he says. In regions like Western Europe, where stringent labor laws prevail, centralizing within a single country may sometimes make more sense than offshoring.
Navigating the Crossroads of Cost, Talent, and Politics
Derdeyn’s blueprint does not shy away from addressing the complicated realities of geopolitics and labor market dynamics. “Where you set up operations matters,” he says. “You need confidence that the country will remain politically stable over the next decade.” Drawing from personal experience, he points out that incentives from governments can significantly impact decision-making. “In some cases, incentives like covering half the salary of a new workforce can be game-changers,” Derdeyn says. Yet, he warns against the lure of short-term cost savings in volatile regions, citing examples from Eastern Europe where initial gains were eroded by later instability.
The ongoing “war for talent” in traditional offshore hubs also complicates matters. “When everyone has already gone there, finding the right people at a reasonable cost becomes very difficult,” Derdeyn says.
The Human Element: Making Transformation Sustainable
A defining pillar of Derdeyn’s approach to business transformation is his emphasis on the human factor. “Resilience is the ability to make change work and make it sustainable,” he says, stressing that success hinges not merely on systems and KPIs but on the integration and trust of people across organizational functions. “Without humanization, without people knowing and trusting each other, centralized services remain isolated and ineffective.”
Derdeyn recalls leading a centralization project between an Eastern European manufacturing hub and a new team in India. “At first, small cultural misunderstandings created tension. Simple differences like how meals were shared or how direct feedback was given,” he says. “But by deliberately encouraging face-to-face meetings and informal exchanges, we watched trust gradually build.” Shared experiences outside the formal work environment, he emphasizes, often made the biggest difference. “You cannot underestimate the power of bringing people together. It’s not a ‘nice to have’; it is foundational for sustainable transformation.”
Staying Ahead with Cultures Where Innovation Thrives
For Derdeyn, resilience is built through constant innovation. “The world changes so fast that what you set up today may be inefficient tomorrow,” he says. Organizations must embed innovation into their culture, dedicating teams to experiment with emerging technologies and processes. Derdeyn points to the rapid adoption of AI in his own company. “Today, 90% of the code our developers write is generated with AI assistance. This was unthinkable a year and a half ago.” he says.
He recommends that businesses allocate a small, agile part of their organization to actively explore emerging technologies and trends. “You need a team that’s constantly playing with new developments, validating them, and integrating what works,” he says. By embedding innovation into the organizational culture, leaders ensure that evolution is continuous rather than reactive, preserving resilience even as conditions shift. “If you are not adapting, you are becoming obsolete,” Derdeyn says.
Leading Through Change: The Power of People Management
Above all, Derdeyn believes that managing people effectively is the cornerstone of lasting transformation. “At the heart of whatever we do, we need to ensure our people are always with us,” he says. Effective communication, inspiring a shared vision, and embracing individuals’ fears and aspirations are all essential elements of leadership during times of change. “People resist change because it creates uncertainty,” he notes. “But you cannot let it stop progress. Staying ahead is essential to survival.”
Christophe Derdeyn’s pragmatic yet people-first approach to business transformation offers a compelling model for leaders facing the mounting complexities of a changing global market. His blueprint serves as a reminder that resilience is not built on systems alone but forged in the relationships and adaptability of those driving the enterprise forward.
For more insights from Christophe Derdeyn on LinkedIn or visit his website.