Organizational Transformation Quotes

There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of a new order of things..... Whenever his enemies have occasion to attack the innovator they do so with the passion of partisans, while the others defend him sluggishly so that the innovator and his party alike are vulnerable.

There is an inexorable correlation between leadership and change.

Designing and implementing a strategy for change is a waste of time until you have discovered and embraced the current reality. If you don't know where you really are, it is impossible to get where you need to be.

Divide and conquer must become define and empower.

A declining institution often experiences survival of the unfittest.

So in one leap we had gone from being a friendly society to something almost professional.

I think there's a lot of things that need to be changed in the business.

Culture change means we will do things differently.

You get few chances to make really transformational institutional change.

It is the logical next step in our ongoing effort to shift our company's centre of gravity, accelerate our growth

I believe we are on the edge of a quantum leap into a whole new way of organizing and living as a human family.

System-wide changes rely on a critical mass of interested parties, all willing to enter into deep partnerships and collaborations, founded on new levels of trust and a commitment to action, not debate.

Effective leaders help others to understand the necessity of change and to accept a common vision of the desired outcome.

I'm committed to structural changes.

Seeing people in person is a big part of how you drive any change process. You have to show people a positive view of the future and say "we can do it"

A leader's job is to look into the future and see the organization, not as it is, but as it should be

We don't need giant personalities to transform companies. We need leaders who build not their own egos but the institutions they run.

A corporation is a living organism; it has to continue to shed its skin. Methods have to change. Focus has to change. Values have to change. The sum total of those changes is transformation.

To survive and succeed, every organization will have to turn itself into a change agent

In most organizations, change comes in only two flavors: trivial and traumatic. Review the history of the average organization and you'll discover long periods of incremental fiddling punctuated by occasional bouts of frantic, crisis-driven change.

Kotter International is about leading large-scale change, not just managing it.

To me, it's really important to drive change through a team because one person, while the buck has to stop with somebody, the company is just too big for one person.

Fixing culture is the most critical − and the most difficult − part of a corporate transformation… In the end, management doesn’t change culture. Management invites the workforce itself to change the culture.

The next thing is: we can make IBM even better. We brought IBM back but we're gunning for leadership.

It appears that PepsiCo views structural change as a sign of weakness, an admission of failure, and an untenable break with past traditions.