Embracing Digital Transformation

Episode: Rising from Legacy – How Culture Fuels Transformation

Host: Dr. Darren Pulsipher
Guest: Jane Millard, CEO of Turtle
Date: October 9, 2025

Overview

In this episode, Dr. Darren Pulsipher sits down with Jane Millard, CEO and fourth-generation leader of Turtle, a century-old electrical distribution company. They explore how companies with long histories adapt to technological disruption, the critical role of people and culture in digital transformation, and how fostering trust and collaboration powers sustainable innovation in both public and private sectors.

Key Discussion Points & Insights

1. Jane Millard’s Background & Turtle’s Legacy

• Jane’s Unique Path:
  • Originally pursued dance; worked with Martha Graham (renowned choreographer) (01:23)
  • Injury led Jane back home, through finance and arts, to eventually join the family business
  • Started at the bottom in Turtle, working her way up through every job in the company
  • Became CEO and chairman, guiding a 100-year-old business through dramatic industry advances
• Company History:
  • Founded in 1923 by Jane’s great-grandfather in Manhattan at the dawn of electricity (03:31)
  • Adapted through major events: “four wars, industrial automation, global expansion”
  • Now integral in infrastructure projects: power distribution for airports, bridges, tunnels, etc.
• Women in the Industry:
  • Jane overcame being “one of the only women” in a male-dominated industry (04:56)

2. Adapting to Constant Change and Disruption

• Transformation as a Life Force:
  • “You have to find comfort in the discomfort because [change] is constant.” (06:57, Jane)
  • Transformation isn’t new—her great-grandfather’s adoption of electricity or her own leadership involve the same core dynamics
• Harnessing Discomfort for Growth:
  • Discomfort from change = opportunity for creativity, innovation, and collaboration
  • Current urgency in energy management, data center optimization, and supply chain challenges

3. The Human Center of Digital Transformation

• Technology as a Human Amplifier:
  • AI is enabling “more human” work by accelerating data access and decision-making (09:11)
  • “AI as a manifestation of our humanity; it needs to serve our humanity.” (09:20, Jane)
• Ethical AI Focus:
  • Emphasizes the need for “ethical AI and integrity” to keep transformation aligned with human values (09:59)
• Trust and Radical Collaboration:
  • “Our imperative is to serve the customer… we call it radical collaboration.” (11:34, Jane)
  • Turtle represents ~1,000 manufacturers, all working behind the scenes to power society

4. Navigating Pressure from Market Shifts

• Data Center Boom:
  • Widespread, rapid data center construction is bringing new scrutiny and urgency (10:58)
  • Big Tech (Google, Amazon, etc.) buying nuclear power plants to meet demand (12:38)
• Sustainability Focus:
  • “The most valuable electron is the one you save.” (13:28, Jane)
  • Emphasis on energy management software, AI-enabled digital twins, preemptive fault detection
  • Advocates maximizing efficiency and sustainability before expansion

5. Culture as the Engine of Enduring Transformation

• Breaking Down Silos:
  • When Jane arrived, Turtle was “very tribal, very protective of information” (15:43)
  • She championed Conscious Capitalism—business for the good of all stakeholders, not just profit
  • Over years, overcame silos by modeling collaboration, spreading shared vision, and building trust
• Company as Family:
  • Multi-generational workforce, many second-generation employees
  • Employees and culture are the bedrock: “Our culture is the most valuable thing we have.” (20:31)
  • Transparency, clear North Star, and repeatedly communicating company values
• Leadership Development:
  • Nurtures succession from within: every executive must present succession plans to the board (23:46)
  • Jane’s daughter is already involved as Director of Sustainability (23:46)

6. Long-Term Vision vs. Short-Term Pressures

• Stewardship over Short-Term Profit:
  • “The jewel is the business,” not equity events or quick exits (25:23, Jane)
  • Family trust consolidates ownership; board’s role is long-term vision and continuity
• Trust as Differentiator:
  • High retention; some employees stay for 40–50 years (25:48)
  • In contrast to high-tech culture of churn, layoffs, and quarterly thinking

7. Advice on Building Enduring Companies & Cultures

• Family Businesses:
  • “Family business in America is kind of a cult… you need agreed upon rules…transparency… conservative, slow, steady growth.” (28:32, Jane)
  • Hire slowly for values/culture; fire fast if misaligned
  • “Everyone—Turtle is an extension of my family...it’s a gift and a blessing.” (29:19, Jane)
• Legacy of Martha Graham:
  • Importance of expressing unique life force: “To really be able to express that life force, you need trust.” (27:15, Jane)

Notable Quotes & Memorable Moments

• On embracing discomfort:

  “You have to find comfort in the discomfort because it’s constant…How do we harness that discomfort and channel it into a creative energy that can build a business, a product, empower teams?”
  — Jane Millard (06:57 – 08:03)

• On AI and being human:

  “AI is a manifestation of our humanity and it needs to serve our humanity. It can allow us to be more intuitive as human beings…”
  — Jane Millard (09:20)

• On sustainability and efficiency:

  “The most valuable electron is the one that you save…before we start producing more, let’s get right what we’re doing now—that’s going to be what’s best for the planet.”
  — Jane Millard (13:28 – 13:55)

• On company culture:

  “When I introduce new technologists…and they complain…just wait, it takes about 18 months, but they’re going to love you eventually.”
  — Jane Millard (17:33)

• On long-term planning:

  “We look for the long term…what’s most important about the company is the trust we build…and giving them the security blanket…that’s how we keep people for 40, 50 years.”
  — Jane Millard (25:48 – 26:25)

• On advice for family businesses:

  “Conservative, slow, steady growth, underline conservative…and hire slow, get the right people and fire fast if they’re not…align them to your core values.”
  — Jane Millard (29:25)

Timestamps for Key Segments

| Time | Segment | |------------|---------------------------------------------------| | 01:23 | Jane’s background: dance, arts, entry into Turtle | | 03:31 | Turtle company history & evolution | | 06:57 | Philosophy: embracing constant change | | 09:20 | AI, technology, and serving humanity | | 12:38 | Data center/sustainability/energy challenges | | 15:43 | Breaking down silos, culture transformation | | 17:33 | Handling internal resistance, “company as family” | | 21:21 | Leadership development and succession | | 23:46 | Board oversight, family, transparency | | 25:23 | Long-term vision vs. short-term pressures | | 28:32 | Rules for family businesses, growth advice | | 29:19 | Turtle as family, aligning business and values |

Conclusion

Jane Millard’s leadership provides a blueprint for blending enduring values and bold transformation in a digitally disrupted world. By centering on trust, collaboration, and long-term stewardship, Turtle not only adapts to radical industry changes but thrives as a culture-rich, innovative organization. The episode is filled with practical lessons for any leader tackling digital transformation, especially in legacy-driven environments.

[End of Summary]