Corporate Governance Quotes

“The R6 framework provides a structured yet flexible system for navigating the complexities of change.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Markets are not fixed entities; they are dynamic
groups which change over time.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“R6 is more than a process; it's a rhythm for continuous adaptation.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“A target market should be a source of clarity and focus amid the natural abundance of noise in the macro-economy.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The R6 Resilience Change Management Framework is a cyclical framework that consists of six iterative puzzle pieces:

1. Review the Macro/Micro Changes: This iteration emphasizes the importance of scanning (mostly) the external environment to identify emerging trends, disruptions, and opportunities. By understanding the broader context in which the organization operates, leaders can anticipate future challenges and proactively adapt their strategies. There should never be a time in the organizations existence where it stops reviewing the macro changes. There are times, though, when micro changes (internal) are where the focus needs to be.

2. Reassess the Business’ Capabilities in the Context of Macro Changes: This iteration is fundamentally about “who are we, and how can we really add value?” It also involves a critical evaluation of the organization's strengths, weaknesses, opportunities, and threats in light of the identified macro changes. This reassessment helps to identify areas where the organization needs to adapt or transform its capabilities to remain competitive. This iteration is largely inward-looking, focused on the organization. But it tempered with the idea that “how do our capabilities allow us to add value to our customers lives (existing or new).”

3. Redefine Target Market(s) Based on Reassessment of Capabilities: This iteration focuses on aligning the organization's target markets with the evolving needs and preferences of customers, the changing competitive landscape, and the new reality of the businesses capabilities. This may involve identifying new customer segments, developing personalized offerings, creating seamless omnichannel experiences, or approaching the same target market in new ways (offering them new kinds of value, or the same kind of value in new ways).

4. Redirect Capabilities Toward Redefined Target Market: This iteration involves realigning the organization's resources, processes, and strategies to effectively serve the redefined target markets. This may require investments in new technologies, optimization of supply chains, or the development of innovative products and services.

5. Restructure the Organization: This iteration focuses on adapting the organization's structure, culture, and talent to support the desired changes. This may involve creating agile teams, fostering a culture of innovation, or empowering employees to make decisions through new policies.

6. Repeat in Perpetuity – or – Render Paradigm Shift [R6-RPS]: This iteration underscores the importance of continuous monitoring, evaluation, and adaptation. The R6 framework is not a one-time process in response to a change event, but an iterative cycle that enables organizations to remain agile and resilient in the face of ongoing change. Additionally, there are times when before repeating the cycle, a business may want/need to render an external paradigm shift by introducing a product or service or way of doing things that fundamentally changes the market – fundamentally changes the value exchange between customers, employees and organizations.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“A business cannot truly redirect capabilities m without making significant organizational changes.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Change has to do with an organizations identity, not just its operations. Operations follow identity, not the other way around.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Change has to do with an organizations identity, not just its operations. Operations follow identity, not the other way around. So when we think about change, it’s about “who are we as a company?” and “who are we becoming as a company?” That said, the identity of who we are becoming must permeate the organization through each individual identity in the organization being changed – not just people being given new sets of instructions. Implementing the R6 framework definitely starts with you, the executives and senior managers, but it also allows for more distributed implementation throughout the organization – and that’s good for you. That frees you up to stay focused on the big picture.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“every innovation is a remix of the perennial, prompting a deeper appreciation for the underlying constancy beneath the surface of change.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The increasing complexity and pace of change
demand more agile and collaborative organizational
structures.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Restructuring an organization is a significant undertaking, and its success cannot be assumed merely by the implementation of new charts or policies. To truly confirm that the restructuring has achieved its intended outcomes—namely, enhanced adaptability, efficiency, and resilience—organizations must establish clear, measurable metrics.”
― 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. It’s not about reaching a point when you don’t have to change anymore – it’s about always having the capacity to change, while remaining authentic to the core essence of who you are as a company.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“You can’t really plan for the success of a biological organism without considering the context of its ecological environment. In the same way, you can’t really plan for the success of an corporate entity without considering the context of its economic and otherwise broader environment. Furthermore, beginning with this macro context ensures that we are focusing on “how can we add value to the customers? How can we serve others?”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“R6 views change not just as managing a disruption event or a disruptive cause, but as an opportunity for fundamental transformation and renewal, akin to the Christian concept of resurrection and being “born again.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“R6 is designed to be scaled up or scaled down and applicable at various levels within the organization”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The R6 Resilience Change Management Framework's underlying assumptions are more aligned with the complexities of the 21st-century business environment, ancient wisdom, and with the nature of change.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“The R6 Resilience Change Management Framework™ is a holistic approach that recognizes the interconnectedness of a business with its economic environment, and its value-centric relationship with its stakeholders.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“Change management is not just about “staying in business” It’s about longevity, and it’s about stewardship. To truly thrive, businesses have to move beyond a narrow focus on “staying in business” or “not losing market share” and embrace a broader vision of continuity centered around creating long-term value for customers, and for all stakeholders.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“It's not just about adapting for survival; it's about building organizations that contribute positively to society now and for a long time to come, leaving a legacy of resilience, enduring value and stability for future generations.”
― Hendrith Vanlon Smith Jr., GAME CHANGR6: An Executives Guide to Dominating Change, by applying the R6 Resilience Change Management Framework

“In the end, we are left with this painful conundrum: we only need DEI initiatives because we don’t truly have a society that values diversity, we don’t have equitable workplaces and communities, and we don’t practice inclusion in the deep sense of the word. The day we have them weaved into the fabric of our human awareness is the day the need for such initiatives will cease to exist. Yet, to forcefully do away with DEI is a way to forcefully govern, discipline, and put each marginalized body and group of people in their right place – a place of servitude – through a culture of fear and terror spread by the privileged white oligarchs at the top. This is precisely why silence and retreat are much costlier than resisting not only what is being done to DEI, but how DEI has been done all along.

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“It's imperative for leaders to celebrate both successes and failures. Learning from mistakes and using them as opportunities for growth is crucial for fostering a culture of continuous improvement.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“Some of the best leaders I know tend to provide regular feedback and mentorship. Supporting the growth and development of team members is an investment in the future of the organization.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“Some of the best leaders I know tend to foster a culture of accountability and responsibility. Encouraging individuals to take ownership of their actions builds trust and promotes a sense of ownership.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“. It's imperative for leaders to promote work-life balance and well-being. Supporting the overall health and happiness of team members is not only ethical but also essential for maximizing productivity and creativity.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“It's imperative for leaders to be lifelong learners.
Continuously seeking out new knowledge and expanding your skillset is essential for staying ahead of the curve and adapting to new challenge.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“Whistleblowing mechanisms are essential components of ethical governance, providing a safe and confidential channel for individuals to report concerns about potential wrongdoing, misconduct, or unethical behavior within an organization.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“Financial stewardship, a cornerstone of ethical
governance, encompasses the responsible management of an organization's financial resources, ensuring accountability, transparency, and the long-term sustainability of the enterprise.”
― Hendrith Vanlon Smith Jr., The Virtuous Boardroom: How Ethical Corporate Governance Can Cultivate Company Success

“A Company Secretary doesn’t just file forms.
We record events—transparent, transformative, and compliant.”
― Madhavan M K

“True leadership is built on the foundation of a growth mindset, where every challenge is an opportunity to learn, every failure is a lesson, and every success is a stepping stone to greater impact.”
― Wayne Chirisa

“When compliance falls silent,
the Company Secretary goes sleepless —
because upholding the law is priceless.”
― Madhavan M K