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September 2, 2026 | 5 Mins Read

From Crisis to Innovation: How Authenticity and AI Are Reshaping B2B Publishing and Field Service

September 2, 2026 | 5 Mins Read

From Crisis to Innovation: How Authenticity and AI Are Reshaping B2B Publishing and Field Service

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UNSCRIPTED | EPISODE 374

Kris Oldland, Managing Director of 1927 Media and former founder of Field Service News, joins Sarah Nicastro for a candid conversation about crisis, rebuilding, what B2B publishing gets wrong, and the platform he’s built to fix it.

Kris Oldland spent thirteen years building Field Service News into one of the most recognised voices in the field service industry. In late 2023 he sold it to Copperberg — not entirely by choice. What followed was a period of processing, rebuilding, and eventually designing something new from first principles. The result is 1927 Media: a B2B publishing platform that challenges almost every assumption the industry has made about how content, readers, and solution providers should relate to each other.

The Sale, the Aftermath, and Letting Go

Kris doesn’t shy away from what happened. Financial pressures outside his control, an accountant who let him down, invoices landing in the wrong columns at exactly the wrong time. The details aren’t the point. The point is what he did with them.

The hardest part, he says, wasn’t the loss itself. It was being 90% of the way back and watching the people around him lose faith — while he knew, with complete clarity, that he was on the right path. That gap between self-knowledge and external perception is something most leaders encounter. Very few talk about it this directly.

“You’ve always tried to do things the right way, and everything goes wrong for a short period. The hardest bit is when you’re 90% of the way there and everyone else around you is losing faith. You’ve gotta dig a little deeper. You’ve gotta tell yourself: you know this. You’re on the right path.” — Kris Oldland

What helped was a podcast — deliberately doing the opposite of what his friend John Lamberton’s show usually does. Instead of a success story, Kris told the real one. It was, he says, one of the most healing things he did.

What He Saw When He Stepped Back

One of the most interesting observations in this episode comes from Kris’s time away from writing and speaking publicly. When you stop talking about the future and just watch the industry, the gap becomes visible.

The players change. The characters — and the conversations — often don’t. Companies are still struggling with preventive maintenance. Still debating whether service should be a cost centre. The distance between the boardroom conversation and the plant floor reality remains, he says, genuinely surprising.

“Sometimes our whole job is talking ahead. And then you get into the real world, and you’re like — people are still struggling with preventative, not predictive. People are still struggling with: how do we move from a cost centre? And I’m just falling off my seat.” — Kris Oldland

On the other side of that same observation: AI. Kris makes the point that the technology itself isn’t new to field service. Scheduling algorithms, Darwinian machine learning models, intelligent triage — the industry has been using AI for years. What’s new is accessibility. And what that accessibility has done, above all, is change visibility.

The B2B Publishing Model Is Broken — And Kris Can Prove It

The core problem Kris spent two months mapping — in a white paper he wrote for himself — is one he saw from the inside: B2B publishing serves two masters, and what you need to do to serve one is often at odds with what you need to do to serve the other.

Solution providers pay to reach readers. Readers exchange their data for content. Everyone in the system knows, at some level, that most of those leads won’t convert — the 3% rule suggests only 3% of your target market are actively buying at any given time. That means 97% of lead generation activity is, as he puts it, fishing. The content may be excellent. The association is real. But the transaction underneath it is a form of smoke and mirrors for everyone involved.

“The idea that the audience is a commodity — that’s how every media outlet is geared. And if you stop treating them like a commodity, and you just say: let’s treat both sides equally — it seems so stupidly simple, but nobody’s doing it.” — Kris Oldland

His solution starts from a different premise: what if both the reader and the solution provider were treated as equal participants? Not seller and target, but two parties who have a genuine interest in finding each other at the right moment.

The Platform: 1927 Media and the 5x5 Model

The 1927 Media platform launches in September with 10 focused titles — five vertical (manufacturing, aviation, built environment, heavy industry, energy and utilities) and five functional (including field service, spare parts, pricing, and logistics). Articles that cover a topic relevant to two titles get a double rewrite — appearing in both, with the primary and secondary focus inverted. The intent is to help readers learn from adjacent industries, naturally and without friction.

178+ articles go live simultaneously at launch. Providers can see the editorial calendar, submit commentary in their own words, and be surfaced to readers whose content behaviour signals they’re at the right stage of their journey — without cold outreach, lead forms, or data extraction.

Underpinning all of it is a content gap analysis tool and AI-powered search that maps where each reader is on their knowledge journey — and surfaces what they need next. The AI does everything except the writing. That, Kris is clear, will always be human.

Authenticity as a Competitive Advantage

The thread running through this entire conversation is authenticity — as a value, as a publishing principle, and increasingly as a strategic advantage. In a world where the majority of professional content is AI-generated and largely indistinguishable, the people and platforms that sound like real human beings with a real point of view stand out.

Kris has always had one speed. He is candid about his failures as readily as his intentions, and the audience he’s built over two decades in this industry trusts him for it. That trust is, ultimately, what 1927 Media is built on.

“In the world of AI slop, authenticity is rising to the floor. I’m quite lucky that authenticity is now rising to it.” — Kris Oldland

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

Follow Future of Field Service

Subscribe to The INSIDER - our monthly newsletter with exclusive content you won’t find anywhere else.

Subscribe to The INSIDER

Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

August 26, 2026 | 5 Mins Read

The As-a-Service Evolution: Lessons from Kaer on Scaling, Customer Trust and AI

August 26, 2026 | 5 Mins Read

The As-a-Service Evolution: Lessons from Kaer on Scaling, Customer Trust and AI

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Standout UNSCRIPTED - Episode 373

Dave Mackerness, Director at Kaer and 2024 Stand Out 50 leader, returns to UNSCRIPTED five years after his first appearance to share what scaling cooling-as-a-service has actually looked like, from regional expansion to managing the customer behavior shift to an AI platform that makes their oldest plant their best.

Kaer has been in the cooling business for 70 years. The company began as a distributor, evolved into a system integrator, moved to performance-based contracts, and committed in 2018 to going all-in on cooling-as-a-service, a model it had been building since 2012. When Dave Mackerness last appeared on UNSCRIPTED in 2021, 80% of the business had transitioned. Today, Kaer operates across India, Malaysia, and Indonesia, with strategic investment from Patrizia and Mitsui backing the next phase of growth.

This conversation picks up where that one left off.

The Sweet Spot and Why Both Small and Large Companies Struggle

One of the most practically useful frameworks Dave shares is his thinking on which companies are well-positioned to offer as-a-service and which face structural barriers on both ends of the size spectrum.

Smaller companies often lack the capital. Cooling-as-a-service is capital-intensive, you build and own the infrastructure rather than sell it. And beyond capital, there is a trust issue: mission-critical infrastructure demands the confidence of large customers, which smaller companies may struggle to earn.

Larger MNCs face the opposite problem. They have the capital and the trust. What they lack is the ability to move. The bigger the company, the more legacy it has in the old model, factories producing hardware, revenue targets tied to box sales, reporting metrics on listed exchanges that shift uncomfortably if the model changes. Many have tried to test as-a-service in a separate business unit, found it hard, and watched investment get redirected back to the core product.

“That’s where I find the sweet spot. A medium-sized business in the middle, one that has the capital, has the trust, but isn’t so big that the legacy holds it back.” - Dave Mackerness

The Complexity-Cost Matrix: Is As-a-Service Right for Your Product?

The conversation that sparked Dave’s thinking on this came from a conference where he was seated next to someone in the crane and lifting industry who wanted to explore servitization. By the end of the conversation, Dave had talked himself out of recommending it.

That experience led him to a framework: plot complexity against cost. Products that are cheap and simple may benefit from as-a-service for customer experience reasons, music streaming being the classic example. Products that are complex and expensive sit in the sweet spot where the provider’s expertise and scale create genuine value the customer cannot replicate themselves. Cooling fits squarely there. So does aircraft maintenance, Rolls-Royce’s Power by the Hour model being the poster child. Cranes do not: the customer manages and operates the equipment themselves, leaving little room for the provider to add value through operations.

The Glass Box: Transparency as a Competitive Advantage

When Kaer started, they operated as a black box. This is my system, you receive the outcome, don’t ask how. Customers didn’t trust it. The model was right but the relationship wasn’t working.

The shift was to build a glass box instead, not giving customers control over how the outcome is achieved, but giving them full visibility. The result was the Kaer Connect app: supply temperatures tracked minute by minute, service reports signed by engineers, compliance documentation available at any time. In the old model, you report to the customer. In the as-a-service model, you make everything available and let them audit at will.

“80% of cooling-as-a-service is managing customers, making sure they’re happy, confident, and that what you’re delivering is auditable. We didn’t realize that at the beginning.” - Dave Mackerness

AI Has Inverted the Performance Curve

Kaer began building its AI optimization platform in 2017. Cooling systems are highly complex to operate, and small adjustments to set points across multiple pieces of equipment can have a significant impact on energy efficiency and carbon emissions.

The unexpected outcome: their oldest installation is now their best-performing one. Not because the hardware has been upgraded, it hasn’t. Because it has accumulated the most data. The models trained on that data now optimize the system better than any engineer could manually. The performance curve, traditionally a decline from day one, has been inverted.

“Your best plant is not the newest one. Your best plant is the one with the most data.” - Dave Mackerness

For mission-critical applications, the challenge is the variability AI can produce. Kaer’s solution was a second layer, a thermodynamic validation layer that checks any proposed action from the machine learning model against physical constraints before allowing it to execute. If the action would affect chilled water supply temperature, it does not happen. The result is a system engineers can trust.

The Energy Paradox and Why It Echoes Cooling’s Own History

Dave draws a direct parallel between how air conditioning was perceived a decade ago and how AI is perceived today. Cooling is vital but energy-intensive. The criticism: it’s good, but the carbon cost is too high. Kaer’s response was to decouple the two, delivering low-carbon cooling as an outcome.

AI faces the same challenge. The output is extraordinary, but energy consumption is increasingly scrutinized. Kaer’s position is unusual: they are using AI to reduce the energy consumption of the cooling systems they operate. The energy their AI platform consumes is, in their model, more than offset by the efficiency gains it drives.

What Comes Next

Dave’s clearest signal of where the model is heading: the conversation has shifted from buildings to portfolios. REITs, developers, and portfolio owners are approaching Kaer about outsourcing cooling across their entire estate, not building by building, but as a strategic decision made at CFO or CEO level. That conversation is in a different category entirely.

The other area of active development: agentic AI. Kaer is building compliance agents that monitor service and maintenance activity across the portfolio, with data going back to 1993. As the data library grows, so does the value of the models built on top of it.

“Once you buy Spotify, you’re not buying CDs anymore.” - Dave Mackerness

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

Follow Future of Field Service

Subscribe to The INSIDER - our monthly newsletter with exclusive content you won’t find anywhere else.

Subscribe to The INSIDER

Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

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August 20, 2026 | 4 Mins Read

How Do We Make Maintenance Sexy? A Conversation with Kevin Clark, Siemens

August 20, 2026 | 4 Mins Read

How Do We Make Maintenance Sexy? A Conversation with Kevin Clark, Siemens

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How Do We Make Maintenance Sexy? A Conversation with Kevin Clark, Siemens

Maintenance has never lacked for importance. The question is whether organisations actually treat it that way. Despite decades of progress and a growing body of work around asset management as a discipline, maintenance is still framed as a cost centre in most organisations. Kevin Clark has spent more than 40 years trying to change that.

In this episode of Assets UNSCRIPTED, Berend Booms sits down with Kevin Clark, Head of Industrial Strategy and Asset Management at Siemens. Kevin started his career as a maintenance technician and has since worked in engineering, strategy, and leadership roles at Johnson and Johnson, Caterpillar, Fluke, and Accruent, among others. He's also held the title of Chief Evangelist Officer, a role he describes as part of a long-running mission to make maintenance a profession people aspire to.

The conversation covers how maintenance has shifted from reactive firefighting to something more predictive and strategic, why the gap between boardroom ambition and plant floor reality is harder to close than most people admit, and what it would actually take to make maintenance an aspirational career. Kevin's answer to that last question is pointed: invest in people. Watch the full episode on YouTube, or listen on Spotify and Apple Podcasts.

From Recovery to Prediction, Honestly

Kevin traces his career alongside the industry's evolution. When he started, maintenance meant getting equipment back up after it had already failed. The shift toward condition-based and predictive maintenance has been real. But Kevin is careful about the gap between where the industry claims to be and where it actually is. 'Right now it's just a swag,' he says about today's predictive analytics. A well-informed guess, not a true prediction. Progress is happening, but the honest version of that progress is more modest than the marketing suggests.

The Boardroom Gap

One of the sharpest observations in the episode is what happens when smart manufacturing conversations move from the executive suite to the factory floor. In the boardroom, people rally around the vision. On the plant floor, the first question is: tell me exactly what smart means and how much is it going to cost. The gap isn't about scepticism. Plant floor teams are managing active failures, budget constraints, and workforce pressures that boardroom conversations don't feel. Kevin sees the gap narrowing as technology delivers more tangible insight to the people who need it, but it hasn't closed yet.

Global Strategy Needs Local Reality

Kevin has worked across organisations with global footprints, and he's direct about what goes wrong when global asset management strategies ignore local context. Cultures, languages, environments, and operating conditions differ significantly across sites. A standard that doesn't account for those differences won't be adopted. 'It's less of a technology problem, more of a people problem,' he says. Technology doesn't exist without people, and when organisations put technology at the centre rather than people, they consistently miss the mark.

What Makes Technology Stick

Kevin has spent a career watching technology come and go. Brilliant products that never found traction, and simpler ones that changed industries. His conclusion: the differentiator is almost never the technology itself. It's whether it reaches the right people at the right moment, in a way they can understand and adopt. He uses the automobile as the example. So many inventions were built into cars decades before the market was ready for them. You can build the best product in the world, but until you can get it into people's hands, it won't take off. Engineers often miss this, he says, because building something that works and getting it adopted are two entirely different challenges.

Making Maintenance Sexy

This is the question Kevin has spent 40 years trying to answer. His response is measured rather than triumphant. Maintenance is getting more recognition as predictive analytics and smart manufacturing raise the profile of the profession. Maintenance degrees are appearing. Universities are engaging. Organizations are starting to view maintenance as part of the manufacturing system rather than a separate cost line. But the cultural shift is generational. 'Several generations of ugly kids are getting a little prettier,' he says. That's a more honest assessment of the pace of change than most people offer.

If You Had Five Years and One Budget

The episode closes with a hypothetical: a blank-cheque, five-year budget in asset management, spent on one thing. Kevin's answer is unambiguous. He'd invest in people. Technology only exists because of people, he argues. When organisations focus on developing technology at the expense of developing people, they consistently lose. People aren't moving as fast as technology right now, and without deliberate investment in their development, they risk being left behind. It's a hard case to make in a boardroom, he admits. He'd make it anyway.

"If I was given the ability to go develop something with five years of investment, I would go develop people." Kevin Clark, Head of Industrial Strategy and Asset Management, Siemens

Assets UNSCRIPTED is the Future of Assets podcast series hosted by Berend Booms. Each episode brings together leaders from across asset-intensive industries for authentic, unscripted conversations on the ideas, challenges, and innovations shaping the future of asset management. New episodes are published on YouTube, Spotify, and Apple Podcasts.

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August 19, 2026 | 6 Mins Read

How Alfa Laval Has Brought Service into Focus

August 19, 2026 | 6 Mins Read

How Alfa Laval Has Brought Service into Focus

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Stand Out UNSCRIPTED | Episode 372

Peter George, Head of Global Sales and Service for Alfa Laval’s Industrial Food and Heat Transfer Division and 2025 Stand Out 50 leader, joins Sarah Nicastro for a detailed, grounded conversation on how a global manufacturer transformed service from a necessary function into a genuine competitive differentiator.

Peter George has spent 38 years in engineering. He started as an apprentice, worked as a field service engineer, moved into technical sales, and has spent the last 25 years in management. That career arc, from the cold face of the field to global leadership, is not incidental to this conversation. It is the foundation of everything he shares.

Today he leads the Industrial Food and Heat Transfer Division of Alfa Laval, a Swedish company and global manufacturer of heat transfer, separation, and fluid handling solutions, with responsibility for both capital sales and service. The perspective that comes from having held both sides of that equation shapes how he thinks about the opportunity in service, and the responsibility that comes with leading the people who deliver it.

The Moment the Voice of the Customer Changed Everything

For years, service at Alfa Laval was important, but important in the way a necessity is important. The company's identity and investment were rooted in product. That began to shift as customer conversations evolved.

Customers stopped talking about break-fix. They started talking about reliability, predictability, efficiency, sustainability, and ROI. They wanted to know what the product did for their process over its full life cycle, not just whether someone would show up when it broke. The language customers used to describe service was fundamentally different from the language Alfa Laval was using internally.

Customers talk about making sure the plant is running. We talk about reconditioning. That slight misalignment can have massive consequences. - Peter George

Recognising that gap was the starting point. Closing it required an outside-in approach, listening to how customers described the value they needed, and adjusting the internal language, the offerings, and the organization to match.

The Service Wheel: Redefining the Offering Around Customer Value

One of the most tangible outputs of that listening was what Peter calls the service wheel. Starting by defining a clear service vision, across all service leaders within Alfa Laval, not just one division, the team then mapped their existing offerings against the full product life cycle and asked a simple question: what value does each of these services actually deliver to the customer?

The exercise led to renaming, restructuring, and in some cases creating entirely new service products. The shift was from “we can fix it” to “what is the problem, and how do we help you get to the root cause so these problems don’t reoccur?” That is a different conversation, one that positions Alfa Laval as a trusted partner rather than a reactive supplier.

It’s not about we can fix it. It’s more about what’s the problem and what value does it bring if this machine is working correctly or not. - Peter George

Talent, Work-Life Balance, and the Human Side of Service

Asked about how the organization needed to evolve alongside its service vision, Peter’s first response was not about systems or structure. It was about work-life balance.

Field service engineers are, as he describes them, “a one-man show.” They are often the first and last person a customer speaks to. The work is demanding, the hours are long, and for years the assumption was that this was simply the nature of the role. Peter’s view is that assumption is no longer acceptable and it is certainly not a retention strategy.

Alfa Laval’s response has been deliberate: ensuring adequate resourcing so load can be balanced, investing in training programs that build competence before engineers go in front of customers, and creating structured career pathways that allow talented field engineers to grow without having to leave the field entirely. Digital Service Centers, for example, have created an entirely new role, the digital engineer, that sits within service but operates differently. Career development has to be visible and real for people to stay.

If you want to attract people and retain people, you have to think a lot about recognition. It’s a hard life being a field service engineer. They’re probably the first and last person the customer speaks to. - Peter George

Technology as an Enabler of Both Customer and Employee Experience

The technology transformation at Alfa Laval has been shaped by a clear lens: how do we make the technician’s job easier? Central repositories of drawings, parts lists, and standard operating procedures accessible via tablet in the field. Real-time reporting tools that mean engineers are not spending two or three hours on administration after a long day on site. Systems embedded within the broader IT landscape so information flows seamlessly.

Digital Service Centers, staffed by digital engineers who can monitor connected equipment, provide predictive service, and support field engineers in real time via augmented reality, now cover most time zones. The footprint has expanded significantly as part of this transformation. But their value, in Peter’s framing, is dual: they serve customers, and they serve the people doing the work.

R&D for Service: The Most Tangible Proof of Progress

Perhaps the most telling symbol of how far Alfa Laval has come is the creation of dedicated R&D for service. Not product R&D. Service R&D, with a specific budget, dedicated engineers, and a mandate to listen to the service organization and develop solutions proactively.

The existence of that function says something that words alone cannot: service is no longer a support function orbiting the product. It is a strategic priority with its own innovation engine, its own investment thesis, and its own seat at the table.

To proactively be pulling from the organization to say, what do you think we can improve? Because we have dedicated R&D engineers who can take those prioritizations and say, we’re going to develop a solution. That’s so fundamental. - Peter George

The Jigsaw, the Pace, and the Payoff

Seven to eight years into this journey, the impact is measurable. Retention rates are up. Employee satisfaction surveys show the service organization in a markedly better place. Customer trust has deepened. And service has an internal language, a strategic vision, and an organizational commitment that would have been hard to imagine at the start.

The lesson Peter draws from the experience is not about speed. The most challenging part of the journey, he says, was resisting the urge to move faster than the organization could absorb. Every change had to be embedded, not just implemented. It had to involve marketing, HR, R&D, and capital sales - not just service. And it had to be sustainable.

That discipline, and the power of a united community of service leaders all speaking the same language and pushing in the same direction, is what made it stick.

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

Follow Future of Field Service

Subscribe to The INSIDER - our monthly newsletter with exclusive content you won’t find anywhere else.

Subscribe to The INSIDER

Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

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August 12, 2026 | 4 Mins Read

The Feminist Plumber Who’s Paying It Forward

August 12, 2026 | 4 Mins Read

The Feminist Plumber Who’s Paying It Forward

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Frontline UNSCRIPTED | Episode 5

Judaline Cassidy, union plumber, nonprofit founder, and CNN Champion for Change, joins Sarah Nicastro for a conversation about resilience, authentic allyship, and what it means to pay it forward in a career that has defined who she is.

Judaline Cassidy grew up in Trinidad and Tobago wanting to be a lawyer and Wonder Woman, in that order. When her great-grandmother passed and university became impossible, she chose the trades, specifically plumbing, on a calculation that would make her laugh telling it today:

“Electrical you get shocked. Plumbing you get wet.”

Thirty years later, she is one of the first women accepted into Plumbers Local 371 in Staten Island, New York, the first woman elected to the Examining Board of Plumbers Local No. 1, a CNN Champion for Change, an ENR 2025 Award of Excellence recipient, and the founder of Tools and Tiaras, a nonprofit dedicated to showing young girls just how creative, fulfilling, and lucrative a career in the trades can be.

This is Episode 5 of Frontline UNSCRIPTED, and it is one of the most important conversations the series has had.

Nothing Exists That We Use Without People Like Me

Judaline is unapologetic about the pride she takes in her career. When Sarah asks how she shifts the narrative around the trades, her answer is characteristically direct: give her more exposure.

She makes a case for a full rebrand of what plumbing represents. Stop putting plungers on business cards. Start talking about the gas line that cooked your mother’s food, the dental chair, the medical gas at the hospital, the temporary facilities built to protect communities during COVID. Plumbers, she argues, protect the health of nations and most people have simply never been told.

“We protect societies. We have been doing it for a long time. We are just as important as the doctors.” - Judaline Cassidy

The rebranding starts with representation. When Judaline walks into a school with her nails painted and her jewelry on, something shifts for the young girls in the room. They realize the choice is not between being themselves and having a career in the trades. That is a false binary and dismantling it is the work she has built her life around.

You Can Be Whatever You Want and Still Pick Up a Wrench

The Tools and Tiaras name is deliberate. It puts in the same breath the thing young girls are told they have to give up and the thing they’re told they can’t have. Judaline refuses both limits.

She tells the story of visiting a charter school of girls who assumed the trades would require them to stop being girly. She told them to check her Instagram. They did. They came back surprised. That surprise, that moment of seeing themselves reflected in someone who has made it work, is exactly why representation matters so much and why Judaline shows up the way she does.

“You don’t have to choose. If you wanna be that girly girl or if you wanna be that girl who dresses like a tomboy sometimes - you could be all of that and still have the money at the same time.” - Judaline Cassidy

What Authentic Allyship Actually Looks Like

No one gets anywhere alone. Judaline is clear about that and grateful for it. She talks about Brian Tatorra, the man she calls a “malie” (male ally), who saw her passion, spoke to the right people, and opened the door to Plumbers Local 371. But what made him different wasn’t just the professional advocacy. He became her friend. She went to his house. She met his family. She later worked on job sites with his sons.

That is the distinction Judaline draws between transactional allyship and the real thing. Authentic allyship is personal. It is intentional. It means not just opening a door but actually caring what happens once someone walks through it.

On job sites where she was the only woman and no one would speak to her, there was always one person who broke ranks. One person who started talking to her, who made everyone else realize she was funny and a hard worker and completely fine. She calls those people heroes and she challenges the listener: you can be that one. You do not have to follow the crowd.

“There was always one guy, one hero who would start talking to me and made everybody else realize - wow, she’s okay. Why are we not talking to her? And you can be that one if you’re listening.” - Judaline Cassidy

Intentionality Is Not Optional

Throughout the conversation, Judaline returns to a word: intentional. Inclusion does not happen by accident. It requires someone to look at a panel, a post, a room, and ask - is everyone represented here?

She does this herself, consistently. And she challenges service organizations to do the same. The pipeline of diverse frontline talent will not fix itself. Organizations have to create the conditions, the access, the visibility, the allyship, the belonging, that make it possible for people to choose the trades and stay.

Tools and Tiaras is Judaline’s contribution to that. The nonprofit has reached thousands of young girls with the simple, powerful message that a career in the trades can be theirs and it can be filled with pride, community, financial stability, and identity.

Paying it forward, for Judaline, is not a side project. It is the point.

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

Follow Future of Field Service

Subscribe to The INSIDER - our monthly newsletter with exclusive content you won’t find anywhere else.

Subscribe to The INSIDER

Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

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August 5, 2026 | 4 Mins Read

Mentorship as a Strategic Advantage to Build Stronger Teams & Improve Retention

August 5, 2026 | 4 Mins Read

Mentorship as a Strategic Advantage to Build Stronger Teams & Improve Retention

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Samantha Campbell, Senior Director of Field Services at Brightstar Lottery and 2025 Stand Out 50 leader, joins Sarah Nicastro for a candid conversation about why mentorship is one of the most underutilized strategic tools in service leadership — and what it actually looks like to get it right.

Samantha Campbell is a military wife, mum of two boys under four, and Senior Director of Field Services at Brightstar Lottery — managing field service across EMEA, Latin America, and Asia Pacific for almost 90 customers globally. She has been with Brightstar for nearly twenty years.

She is also one of our 2025 Stand Out 50 leaders, recognized specifically for the role she has played in mentoring emerging talent. This episode is a conversation about what that means in practice — and why mentorship, done well, is one of the most powerful retention and development tools a service leader has.

The Difference Between a Mentor and a Sponsor

Samantha opens with a distinction that catches many leaders off guard: the difference between a mentor and a sponsor. For years, she referred to one of the most influential figures in her career as her mentor. It was only at a leadership training course — where she was asked to raise her hand if she had a sponsor, and didn’t — that she picked up a book called Forget a Mentor, Find a Sponsor and realized something important.

She already had one.

“I didn’t even realize I had a sponsor. He was advocating for me in a way I didn’t even know was happening until someone would come out of a room and say, ‘I’ve heard about you.’ He was giving me a seat at the table in meetings I shouldn’t necessarily have been in.” — Samantha Campbell

The distinction matters because it changes how people think about who is in their corner and how to cultivate those relationships. Mentors offer guidance and perspective. Sponsors use their influence to open doors, advocate when you’re not in the room, and put you forward for opportunities before you feel ready. Both matter — but they work differently, and too many people don’t realize the difference until after the fact.

Mentoring a CEO During a Pandemic

One of the most striking stories in this episode is the one Samantha almost glosses over: in 2020, she was asked if she would be interested in reverse mentoring her CEO at Brightstar.

Before thinking about it, she said yes.

The brief was to help the CEO better understand millennials and Generation Z and their changing expectations in the workplace. What emerged was far more significant: deep collaborative research, peer learning, and ultimately the creation of Next Gen — an employee impact group designed to ensure future generational voices are heard, which is still running today.

“This is the most important time on my calendar. We will protect this against everything else — no matter what’s going on with the business.” — Brightstar CEO, on maintaining the reverse mentoring sessions through COVID

Samantha’s takeaway from the experience was profound: mentoring is never just top-down. The best leaders stay curious. They remain students, even when — especially when — they are at the top.

Building Mentorship Programs That Actually Work

Samantha is practical and specific about what makes mentoring programs succeed. Bright Star’s structured approach includes outside expert support, thoughtful matching of mentors and mentees, and clear expectations from the start. But structure alone isn’t what makes it work.

What makes it work is genuine human connection. Samantha describes the one-on-one relationships she has built with mentees — learning what matters to them, what they’re worried about, what they want their career to look like — and how that understanding feeds back into how the organization is led and developed.

“If I’m doing half the job that my mentors did for me, I will be happy with that.” — Samantha Campbell

Why Mentorship Is a Retention Strategy

The link between mentorship and retention is one of the clearest threads in this conversation. Employees who feel seen, invested in, and guided — who have someone in their corner who is genuinely interested in their growth — are less likely to leave.

Samantha is direct: recruiting more people only solves one part of the talent problem. Keeping them is where the real work is. And the organizations doing that best are the ones investing in the human relationships that make people feel like they belong somewhere worth staying.

That investment doesn’t have to be complicated. It starts with a conversation, a commitment of time, and a genuine interest in the person sitting across from you.

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

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July 16, 2026 | 4 Mins Read

Finding Your Leadership Superpower: A Conversation with Brianna Sylver, Sylver Consulting 

July 16, 2026 | 4 Mins Read

Finding Your Leadership Superpower: A Conversation with Brianna Sylver, Sylver Consulting 

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Brianna Sylver, Founder and President of Sylver Consulting, on Assets UNSCRIPTED Episode 6

Change rarely fails because the technology doesn’t work. It fails because the people within the system were never truly brought along. In asset-intensive industries, where implementations are complex, stakes are high, and resistance can be deeply embedded, this distinction matters more than most change programs acknowledge. The question worth asking is not just what needs to change — but what leadership capability does that change demand?

In this episode of Assets UNSCRIPTED, Berend Booms sits down with Brianna Sylver, founder and president of Sylver Consulting and bestselling author of Leading Through Freefall: How Innovators Turn Turbulence Into Trust. With twenty years of consulting experience working with Fortune 500 organizations, Brianna specializes in closing the gap between organizational intent and action — the space where most change initiatives quietly stall.

The conversation explores how to identify your leadership superpower, why every change initiative is both a technical and an adaptive leadership challenge, and how to manage the emotional energy of teams navigating uncertainty. Brianna shares practical frameworks — including the Core Value Offer, Treasure Trash Hope Fear, and assumption-based prototyping — and explains why taking a strategic pause is often the fastest route to meaningful progress. Watch the full episode on YouTube, or listen on Spotify and Apple Podcasts.

Finding Your Leadership Superpower

Brianna opens with a concept that sits at the heart of her work: the idea that every leader has a unique gift — a superpower — and the job is to find it. Her own is clarity. Not the most obvious leadership trait, perhaps, but one that transformed how she showed up once she recognized it. She describes the Core Value Offer exercise she developed: journaling about moments when you felt most fully yourself, looking for patterns, and landing on the one word that captures what you are uniquely made to give. “That was super eye opening for me,” she reflects, “because not everybody sees it the way that you see it. That is your gift. That is your value.”

The Gap Between Intent and Action

One of the most persistent patterns Brianna observes across organizations is the gap between stated intention and actual behavior. Visions are set, strategies are aligned, goals are communicated — and then the mobilization falls apart. The reason, she argues, is that most organizations rush to address the technical challenges of change and avoid the adaptive ones. The technical challenges are concrete: do you have the budget, the system, the resources? The adaptive challenges are harder: the workflow changes, the process redesigns, the resistance, the fear. In asset management, where technology deployments are frequent and people systems are complex, this distinction is particularly consequential.

Leading the Emotional Energy of Change

Brianna draws on Kubler Ross’s grief curve to explain how people move through change: resistance, anger, bargaining, overwhelm, and eventually acceptance and motivation. Her argument is that leaders need to accept, as a core part of their role, the responsibility to manage this emotional journey — for themselves, their teams, and their stakeholders. “As we start this new initiative, there’s likely to be resistance,” she explains. “How do I proactively be ahead of that resistance? How do I reactively embrace that resistance with grace versus avoidance?”

The Treasure, Trash, Hope, Fear Framework

When an organization faces unwanted change, the instinct is often to move fast. Brianna offers a different approach: a structured thirty-minute team exercise that asks what you want to treasure from what came before, what you want to discard, what you hope the change might unlock, and what you genuinely fear. The power of the exercise lies not in the answers themselves, but in what it creates: space. A moment of deliberate reflection before the rush to action. “It gives you that strategic pause,” she says, “to think about it holistically.”

Keeping Humans in the Loop During AI Transformation

The conversation turns to AI, and Brianna’s view is clear: most organizations are introducing AI as a technical initiative while bypassing the adaptive work entirely. Her recommendation is an assumptions-based prototyping process: map every assumption behind the AI deployment, identify the ones that are both critical to success and uncertain, and build small test-and-learn experiments around those. The goal is not to slow things down but to derisk the implementation and ensure the people who will use it have a genuine voice in how it takes shape. “You are engaging them in the technological revolution instead of just handing it to them,” she says, “and saying now do this.”

“Oftentimes the biggest breakthroughs don’t come from moving faster — they come from taking a strategic pause.” - Brianna Sylver, Founder & President, Sylver Consulting

Assets UNSCRIPTED is the Future of Assets podcast series hosted by Berend Booms. Each episode brings together leaders from across asset-intensive industries for authentic, unscripted conversations on the ideas, challenges, and innovations shaping the future of asset management. New episodes are published on YouTube, Spotify, and Apple Podcasts.

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June 24, 2026 | 4 Mins Read

The Mindset Behind Siemens’ Service Success

June 24, 2026 | 4 Mins Read

The Mindset Behind Siemens’ Service Success

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UNSCRIPTED — EPISODE 370 • SERVICE STRATEGY

Brad Haeberle, EVP of Services for Smart Infrastructure Buildings at Siemens, joins Sarah Nicastro for a sharp, experience-led conversation on what it really takes to build a service business — not just run a service organization.

Most service organizations are focused on optimizing their own operations. The ones pulling ahead are optimizing their customers’ businesses. That distinction sits at the heart of everything Brad Haeberle talks about in this episode — and it’s informed by nearly two decades of navigating the full arc of service maturity at Siemens.

Brad is the Executive Vice President of Services for Smart Infrastructure Buildings at Siemens, a role that puts him at the intersection of scale, digital transformation, and the relentless pressure to grow above market. He met Sarah at Field Service Next West in San Diego, where his keynote sparked a conversation that this episode picks up in full.

Service Is a People Business - First and Foremost

ore anything else, Brad returns to a foundational truth: the most durable competitive advantage in service isn’t technology. It’s having the right people with the right attitude. Competitors can close a technology gap faster than most leaders expect. A genuinely engaged, customer-centred team is far harder to replicate.

He’s equally clear that mindset isn’t just a leadership principle — it’s a practice. Every meeting, every review, every strategic decision gets filtered through one question: if I were sitting in the customer’s shoes, would I care about this? That discipline, applied consistently, is what keeps a service organization from becoming too inward-looking.

He also makes a point that leaders often overlook: don’t take it all too seriously. Celebrate effort, not just outcomes. Build in the fun. People want to win — but they also want to enjoy the journey.

“The most competitive advantage you can have by far is the right people with the right attitude. You can build the next technology, and they’ll catch that pretty quickly. But if you have the right people and that right attitude, it’s really hard for competition to overcome that.” — Brad Haeberle

From Optimizing Operations to Optimizing Customer Outcomes

Brad draws a clean line between two fundamentally different mindsets. Optimizing your own business — first-time fix rates, response times, internal cost efficiency — is table stakes. The companies that are winning are the ones asking a harder question: how does the work we do help our customers’ businesses run better?

He traces this shift to a formative moment during the 2008 financial crisis, when customers called asking to cut 20–30% from their contracts — and Siemens didn’t have a good answer, because the value they were delivering was task-based, not outcome-based. That experience permanently changed his approach.

The starting point, he explains, is deceptively simple: know your customer’s KPIs. Not the KPIs you’re measuring for them, but the KPIs they’re using to run their business. Then ask which of those you can actually impact — and which new services could expand that impact further.

“Customers can’t tell you what they want. They can tell you their problems. That’s a very big difference.” — Brad Haeberle

Building a Service Business, Not Just a Service Organization

The distinction Brad draws between a service organization and a service business is one of the sharpest frameworks in the episode. An organization manages what exists. A business hunts for what’s next — new revenue streams, new markets, new capabilities that didn’t exist before.

For leaders in organizations that haven’t yet made this shift, Brad’s advice is practical and sequential: start by identifying what customers are already paying for that you could deliver better. Then ask what you could offer that doesn’t exist in the market yet. And don’t underestimate the value of recurring revenue as a business case argument to leadership — it’s a stabilizer that product-centric organizations consistently undervalue.

One telling indicator of a team that has truly crossed the threshold: they have a dedicated service salesforce. Until that happens, Brad says, the transition isn’t complete.

Digital as a Force Multiplier — Not Just an Enabler

Brad is enthusiastic about AI and digital transformation, but clear-eyed about what it means in practice. Technology has always been part of Siemens’ service evolution. The difference now is speed — capabilities that seemed years away are arriving in months.

He sees the most compelling opportunity at the intersection of digital capability and a very specific customer pain: workforce aging. His customers are losing experienced talent at a rate they can’t backfill. If Siemens can supplement that gap through digital services — providing outcomes that aging workforces can no longer reliably deliver themselves — that’s not just a service offering. That’s a strategic lifeline.

The mindset he brings to all of it: take enough calculated bets. Not every one will work. The goal is to keep moving, keep learning, and build enough wins across the portfolio to hit the targets that matter.

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

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Subscribe to The INSIDER — our monthly newsletter with exclusive content you won’t find anywhere else.

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Know a service leader who deserves recognition? Nominations for the Stand Out 50 leadership awards are open.

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Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

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June 18, 2026 | 4 Mins Read

Why There Is No Silver Bullet in Asset Management: A Conversation with Johan Jansen van Rensburg, SAPPI

June 18, 2026 | 4 Mins Read

Why There Is No Silver Bullet in Asset Management: A Conversation with Johan Jansen van Rensburg, SAPPI

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Assets UNSCRIPTED, Episode 5  |  Johan Jansen van Rensburg, SAPPI

Every generation in asset-intensive industries seems to find its own silver bullet. In the 1990s, it was computerized maintenance management systems. Today, it is artificial intelligence. Each wave arrives with the same promise: invest in this technology, and your maintenance challenges will be solved. Yet for organizations that have lived through more than one of these cycles, a familiar pattern is starting to repeat itself — and the lesson is rarely about the technology at all.

In this episode of Assets UNSCRIPTED, Berend Booms sits down with Johan Jansen van Rensburg, Reliability Manager at SAPPI. With nearly four decades of experience spanning electrical engineering, maintenance, and reliability across multiple countries and industries, Johan has lived through the CMMS revolution of the 1990s and is now bringing that same hard-earned perspective to the AI era.

The conversation explores why data integrity and discipline matter far more than the next technology trend, and what organizations should audit before investing in AI. Johan draws direct parallels between the early days of CMMS adoption and today's AI wave, arguing that both succeed or fail based on the same fundamentals: trustworthy data, disciplined process, and skilled people. Watch the full episode on YouTube, or listen on Spotify and Apple Podcasts.

Why the Industry Keeps Chasing Silver Bullets

From CMMS in the 1990s to AI today, Johan argues the appeal of a silver bullet comes from a desire for instant gratification — a single solution that removes the hard work of getting fundamentals right. The pattern, he explains, repeats itself because the underlying challenge is never really about the technology. “Everybody is looking for that silver bullet,” he reflects, recalling advice from a professor early in his career, “but the silver bullet doesn't exist.”

Each new wave of technology arrives carrying the same unspoken promise: that this time, the tool itself will close the gap that years of inconsistent process and poor data have created. What Johan's experience suggests is that the gap was never a technology problem to begin with.

Data Integrity Is the Real Foundation

Johan points to data quality as the recurring failure point across both the CMMS and AI eras. Organizations that have been disciplined and methodical about collecting and maintaining accurate asset data are the ones whose systems — whatever the underlying technology — actually work. Without that discipline, AI can help patch the data, but the same problems will resurface within a few years if the underlying habits do not change.

This is a sobering point for organizations eager to adopt AI quickly. Speed without discipline simply moves the same weaknesses into a more sophisticated system.

What to Audit Before Investing in AI

Asked what he would audit before allowing an AI conversation to continue, Johan is direct: how an organization manages its asset data. He uses risk-based inspection in petrochemical industries as an example — a process that only works if the underlying data is collected consistently and is trustworthy. The technology is never the limiting factor. The discipline behind it is.

For leaders evaluating AI investment, this reframes the starting question. Rather than asking which platform to buy, the more useful question is whether the organization's data practices can support what that platform promises to deliver.

Why Human Skill Remains Irreplaceable

Despite decades of technological change, Johan insists the fundamentals of hands-on maintenance work have not gone away. “You still need an artisan,” he says, “you still need somebody that's gonna get their hands dirty.” Technology has transformed how maintenance is recorded and analyzed, but the physical skill of working on real assets remains as essential as ever.

It is a reminder that digital transformation in asset management has never been about replacing people. It is about giving skilled people better information to act on.

Building on Solid Ground, Not From the Roof Down

Berend draws an analogy from watching his own house being built, floor by floor, foundation first. Johan applies the same thinking to digital twins and AI: organizations need accurate asset attributes and disciplined data capture before the technology can deliver real value. Skip the foundation, he warns, and the structure collapses.

It is a simple image, but one that captures the episode's central argument well. The most advanced technology in the world cannot compensate for an unstable foundation underneath it.

“Everybody is looking for that silver bullet... but the silver bullet doesn't exist.” — Johan Jansen van Rensburg, Reliability Manager, SAPPI

Episode 5 of Assets UNSCRIPTED is available now.

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Assets UNSCRIPTED is the Future of Assets podcast series hosted by Berend Booms. Each episode brings together leaders from across asset-intensive industries for authentic, unscripted conversations on the ideas, challenges, and innovations shaping the future of asset management. New episodes are published on YouTube, Spotify, and Apple Podcasts.

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June 17, 2026 | 5 Mins Read

From Doctor Dreams to Field Service: The Massive Potential of Underrepresented Career Paths

June 17, 2026 | 5 Mins Read

From Doctor Dreams to Field Service: The Massive Potential of Underrepresented Career Paths

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FRONTLINE UNSCRIPTED — EPISODE 4

Marina George, Field Service Engineer at Oxford Instruments and the first female guest on Frontline UNSCRIPTED, shares an unconventional path into the industry — and what it reveals about the talent service organizations are still leaving on the table.

Marina George didn’t grow up dreaming of field service. She wanted to be a doctor — a career path that felt, for most of her childhood and education, like the only option for someone who loved science as much as she did.

By the time she reached her PhD in chemistry at Baylor University, that picture had already started to change. She fell in love with research. Then with microscopy. Then, almost by accident, with the technology itself — light microscopes, electron microscopes, anything she could get her hands on. It was a vendor relationship during her postdoc, and a mentor who saw something in her she hadn’t yet recognized, that opened the door to field service as a genuine career path.

Today, Marina is a Field Service Engineer at Oxford Instruments — and the first woman Sarah has interviewed across four episodes of Frontline UNSCRIPTED. Her story is a compelling argument for why service organizations need to widen the aperture on where great talent might come from.

The Career Path Nobody Shows You

One of the most resonant threads in this conversation is how little visibility field service has as a career option for young people. As Sarah puts it, most six-year-olds can name maybe ten careers when asked what they want to be when they grow up — and field service is rarely one of them.

Marina’s own path is proof of how much opportunity sits just outside that narrow frame. She didn’t abandon her love of science when she stepped away from medicine — she found a role that let her stay close to cutting-edge technology, work directly with researchers and physicians, and build the kind of human connection that academia, for all its rigor, didn’t offer her.

“I feel like all the careers that we see are these different icons, and kids don’t realize that they have a whole team supporting them as well.” — Marina George

What the Frontline Knows That Surveys Can’t Capture

Marina services large microscopes, often in dark rooms during sensitive moments for the customer. That setting, she says, creates a kind of vulnerability — customers tell her things directly that would never surface cleanly in a voice-of-customer survey.

It led her to an idea worth sitting with: a “voice of the field service engineer” survey, run alongside the standard customer survey. If a customer is a detractor but the engineer felt the interaction went well, that gap is valuable information — the kind of nuance that rarely reaches the C-suite through traditional channels.

She already puts this into practice informally. When a customer pushes a product to its limits and shares ideas for what could be better, Marina captures it and feeds it directly to product and project management — sometimes with data the customer has volunteered unprompted. It is frontline insight working exactly as it should: informing the business, not just completing the job.

Being the First Woman in the Room

When Sarah noted that Marina was the first female guest across four Frontline UNSCRIPTED episodes, Marina’s response was clear: in her experience, it hasn’t been a disadvantage. Customers trust her. She brings a kind heart and genuine listening to every interaction. And within her business unit at Oxford Instruments, she’s far from alone — one of her mentors has been with the company for more than fifteen years.

Her experience is a useful data point in a broader conversation the industry continues to have about representation — not because it resolves the conversation, but because it adds a real, specific perspective to it.

The Advice That Changed Everything: Just Be Yourself

Marina arrived in field service with deep technical expertise and very little instinct for what she calls the “soft skills” side of the role. She was shy. She didn’t know how to act with customers, or what she was supposed to say.

The advice that unlocked everything was disarmingly simple: stop performing. Show up as a person, listen first, and follow through on the plan. That, she says, is the entire skill set required — and it’s one anyone can build.

“If you just come to the customer as yourself, like another human being… anybody could be a field service engineer with those skills.” — Marina George

Career Growth Shouldn’t Mean Only One Path

Marina and Sarah spend real time on a challenge facing the entire industry: the traditional route from field service engineer to supervisor to manager to director no longer fits how today’s talent wants to grow — and not everyone is suited to people leadership.

Marina’s view is that the frontline should be treated as a talent pipeline into many parts of the business, not just management. Engineers who understand a product intimately could move into quality control. Those who absorb customer ideas could move into product development. Others might shift laterally into application specialist roles, helping customers get more from the technology they already have.

For organizations serious about retention, the lesson is straightforward: talent will not stay still simply because the org chart hasn’t changed in a decade. The options have to be real.

A Practice Worth Borrowing

Marina closes the conversation with a personal ritual: each year between Christmas and New Year’s, she writes down ten things that went well — across career, relationships, and hobbies — before setting any goals for the year ahead. It’s a deliberate shift away from the deficit-thinking of typical resolutions, and toward building more of what already works.

It’s a fitting closing note for a conversation that, throughout, makes the case for looking at career paths — and the people who walk them — with a wider lens.

Follow Sarah on LinkedIn for daily insights, behind-the-scenes reflections, and the conversations shaping the future of service.

Connect with Sarah Nicastro on LinkedIn

Follow Future of Field Service on LinkedIn for new articles, podcast episodes, and event updates as they go live.

Follow Future of Field Service

Subscribe to The INSIDER — our monthly newsletter with exclusive content you won’t find anywhere else.

Subscribe to The INSIDER

Know a service leader who deserves recognition? Nominations for the Stand Out 50 leadership awards are open.

Nominate a Stand Out 50 Leader

Join us at Future of Field Service Live London on 24 September. A day of conversation, insight, and community with service leaders across industries. Register here.

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