Change Management Training Quotes

“Success comes from the inside out. In order to change what is on the outside, you must first change what is on the inside.”
― Idowu Koyenikan, Wealth for All: Living a Life of Success at the Edge of Your Ability

“Growing a culture requires a good storyteller. Changing a culture requires a persuasive editor.”
― Ryan Lilly

“The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?”
― Stan Slap

“In every change, ignite the new levels of creativity from the golden state of mind shake up long-standing beliefs with conviction and allow the sparks to fly.”
― Amit Ray, Mindfulness Meditation for Corporate Leadership and Management

“Change is good — if it’s in the right direction.”
― Frank Sonnenberg, Listen to Your Conscience: That's Why You Have One

“Don't let Deepak Chopra manage your change program.”
― Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture

“restructuring the organization to embrace more agile and adaptive models is a critical step in building resilience. By moving beyond traditional hierarchies, designing effective information flows, empowering employees, and cultivating a culture of experimentation and learning, organizations can create the foundation for long-term success in a dynamic and unpredictable environment.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“By your choices you reveal your commitments.”
― Marlene Chism, Stop Workplace Drama: Train Your Team to have No Complaints, No Excuses, and No Regrets

“A poor attitude does not do the body any favours. Smile and the world will smile back at you.”
― Maurice Duffy

“Nothing in your world is going to change unless you change. Because even if something changes you won't recognize it. You will still perceive it with an unchanged and out-dated vision.”
― Dr. Jacinta Mpalyenkana, Ph.D, MBA

“Don't ignore your discomforts about a place or person. They are normally vital signs for you to change.”
― Dr. Jacinta Mpalyenkana, Ph.D, MBA

“Forcing people to change is a losing strategy.”
― Frank Sonnenberg, Listen to Your Conscience: That's Why You Have One

“Businesses must have a system to continuously adapt their underlying assumptions and correlated actions to survive; and that system [framework] must be value-centric.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“It makes no sense to have a change management framework that isn’t centered around the value exchange.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“We have to be effective and efficient at the things that enable us to provide value to the customers. If we are efficient or effective at things that thwart our ability to provide value to the customer – even if unconsciously – well, we would be contributing to our own demise under the guise of doing good. So any changes we make, in operations specifically, or any other business function, or on the whole, must be centered around the value exchange.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The old frameworks tend to prioritize internal organizational factors, often neglecting the powerful influence of external forces (macro changes). They treat the organization as somewhat of a closed system, when in reality, businesses are deeply embedded in a dynamic environment – like trees in a forest.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Many traditional models assume that change always occurs in a linear, sequential fashion, with clearly defined stages. For instance, Lewin's framework (Unfreeze-Change-Refreeze) implies a beginning, middle, and end to the change process. This doesn't reflect the messy, iterative reality of change, or life to be quite frank. Furthermore, change doesn’t really have an end state.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“I promise you, any business that implements R6 will change the game to position themselves to win. I promise you, any business that implements R6 will experience the beauty of resilience by not just surviving change, but dominating it!”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“There's often an assumption that the goal of change management is to reach a new stable state. The "Refreeze" stage in Lewin's model exemplifies this. However, in today's world, continuous adaptation is often more critical than stability. The only constant is change. Therefore, companies need a framework which helps them to perpetually recreate themselves and be resilient, not one that assumes the goal of stability.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Resilience is not a static state but a continuous process.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“By continuously adapting to change and seeking improvement, businesses can sustain their ability to provide value and maintain a competitive advantage.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The R6 framework isn't designed as only a theoretical exercise divorced from the practical realities of organizational life. In addition to the above descriptions of its efficacy, its efficacy is also in its inherent capacity to incorporate the diverse nuances of various business functions including those managed by human resources, operations, product development, finance, and other essential departments. I refer to this as its “nurturing effect.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Writers are a product of where we come from but by looking at alternatives to the culture in which we live, we can find ways to change and hopefully improve it.”
― Sara Sheridan

“The 'fear of change' excuse is something you see trotted out by organizations or management that believe customers are old, stupid, ignorant, and stubborn.”
― Ian Lamont

“Good change-management
requires the right mix of urgency and empathy.”
― A.J. Sheppard, The Incredible Transformation of Gregory Todd

“Leading change means bringing people with you to a better state than any of you could have envisaged alone.”
― A.J. Sheppard

“The one thing that always stays the same is that nothing ever stays the same.”
― Julieanne O'Connor

“If you ram change down people’s throats, you’ll choke on the results.”
― Frank Sonnenberg, Listen to Your Conscience: That's Why You Have One

“Implementing change management within a project, cost a lot. So keep the change!”
― Audrey Mphela

“Implementing change management within a project, cost a lot. So, keep the change!”
― Audrey Mphela