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Leadership Of Change Quotes
Quotes tagged as "leadership-of-change"
Showing 1-28 of 28
“Achieve employee change adoption through: Awareness, Understanding, Involvement, Learning and Motivation”
― Change Management Handbook: The Leadership of Change Volume 3
― Change Management Handbook: The Leadership of Change Volume 3
“Life is all about 'Continuous Never Ending Change and Improvement' (CNECI) as we grow, develop and regenerate”
― Change Management Handbook: The Leadership of Change Volume 3
― Change Management Handbook: The Leadership of Change Volume 3
“Too often the change team will engage a leader with success delusion, this look is obvious on their face when you enter their office. They think to themselves, ‘Who is this plebeian and dullard before me?’"
Change Management Handbook - The Leadership of Change Volume 3”
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Change Management Handbook - The Leadership of Change Volume 3”
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“The change question all leaders should be able to answer
Do you have a change vision, are you aligned on your strategic objectives, are you a high performing team and does you team have change leadership skills to lead the change or improvement that your organisation is facing?”
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Do you have a change vision, are you aligned on your strategic objectives, are you a high performing team and does you team have change leadership skills to lead the change or improvement that your organisation is facing?”
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“The best leadership teams have purpose, they are aligned on their strategic objectives, they are a high performing team and have change leadership skills to navigate 4IR”
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“Fixed mindset leaders will quickly contaminate an organisation by killing growth and creativity, as well as promoting incompetence based on their likeness. This cycle will be replicated unless shareholders intervene ruthlessly”
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“We are all cosmopolitan, what we are born into is an accident of birth, respect for difference, growth and learning is who we are”
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“I once knew one person in a leadership position who promoted diversity, unfortunately their policy excluded groups that were not aligned to his demeanour”
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“A typical response when starting a change journey and engaging organisational leaders, it is not us, it is the employees below me that have the problem with change and improvement”
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“Many leaders get to the top of an organisation with skills less associated to leadership, but more the ability to eliminate greater competition on the way”
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“It doesn’t matter which continent I am working in; I typically encounter three-employee change standpoints: Advocates, Observers and Rebels. However, to successfully implement organisational change management, we must engage, communicate and entice these three employee groups to get buy-in, change adoption and benefits realisation”
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“There are 3 groups of employees in any change journey: ‘Advocates’, ‘Observers’ and ‘Rebels’. Each reacts differently to organisational change and will have different levels of resistance”
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“To the trolls, my work is about people, leadership and change. If the scribe reminds me of Churchill, dog and stone, then I have already wasted time”
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“If it is difficult to change the behaviour of people so they are healthier and live longer, how difficult will it be to change employee workplace behaviour”
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“From my experience, I see a high number of change initiatives fail, so why is it that change experts and leadership coaches continually praise organisations for their great efforts?”
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“The micro facial expression of contempt when engaging leaders about preparing for their organisation's change is often the norm, matched only by their leadership of change knowledge”
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“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
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“Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change”
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“Change Agents with organisation credibility, Change Management skills and the desire to improve an organisation can greatly enhance Change Adoption and Benefits Delivery”
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“Change Blindness is a condition, where people cling to an old belief without considering the future or better options”
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“Develop a compelling change vision that inspires employees with purpose and is aligned to the organisation’s strategy, values and beliefs”
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