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Anja Ruff

Anja Ruff

Director and Head of OCIO at DLG Group, a programme and portfolio leader in IT transformation, featured as a guest on the Evolution Exchange Denmark Podcast.

Sep 4, 2026

2:37
And Anja?
2:40
Yes, thank you, Ben.
2:42
I lead the CIO office at DLG, a Danish agricultural company, through many, many years.
2:52
And as supporting the CIO around governance, project delivery, finance processes.
3:04
So I lead up a team of... project managers, performance managers, portfolio managers and program managers.
3:17
This means that we are working across strategy, transformation programs, governance and organizational changes.
3:26
So every day I see teams trying to navigate increasingly the complexity of the company as we have grown through acquisitions through the years.

27 MINS LATER

30:17
So Anja, what are your thoughts around that area?
9:47
So it's, uh, my advice is, is to really practice that habit in, uh, in being more explicit and, uh, make it clear what and why you're asking what you're doing.
10:05
Sure.
10:06
And I, I think this is, uh, the key point that, um, I would bring to, to the table as well as you were saying, Ibrahim, is, uh, give, give it a bit more thought or analysis when, when we ask these requests.
10:21
I have a very, uh, good example as well here from, from January.
10:26
Um, um, a new leader comes in and, and asks in a different way about requests, and it's going to be interpreted as, um, a bigger task than it actually is, or, or you want to, you want to perform, um, towards, uh, the leader.
10:44
Um, and this is where it can grow, um, arms and legs, these, uh, these, uh, tasks, um, and, and, um, take up a lot of, um, uh, time and resources, um, where they actually shouldn't.
10:59
And I think one of the foundations for having this open conversation about the tasks, uh, as well, um, um, so l- like you have to, every time there is a task, uh, practice having contra- con- contra questions.

35 MINS LATER

46:45
And, um, your questions today, you've got a few, and they're all around the same areas, but how do you ensure diversity in your team? When you recruit for new team members, how do you challenge yourself to ensure you're not recruiting similar profiles? Is this a parameter or KPI in your organization? And if so, how do you go about measuring it? So Anja, where does the, where does the question come from?

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