Successful change requires purposeful leaders and a disciplined process.
Delivering breakthrough results requires that you change both how you work and how you lead.
Change is a capability, a mindset, and a strategy.
Companies that rise to greatness—and stay there—are the ones that regard transformation as a core capability to be continually developed.
As speed and complexity increases, change leadership requires new skills.
A business doesn’t stop while it transforms. It needs to continue delivering results and planning for the future—which places greater demands on leaders.
You can drive change on your own, but not as quickly as you can with experts.
A body at rest (or an organization that’s stuck) will move only in response to an external force. A third party willing to deliver the unvarnished truth can be the catalyst for change.
Leaders must be the change they want to see in their organizations.
You can’t ask others to sign up for change until you’ve demonstrated what it looks like.
The keys to transformation reside inside your organization.
There is no off-the-shelf solution for driving large-scale change. As questions emerge, you need to look inside your organization for answers.
Leaders, not consultants, are responsible for leading and driving change.
Consultants and other “experts” are no match for your leaders in moving your organization in a new direction.
Leading change is messy and complex work.
Transforming an organization requires difficult conversations and even more difficult decisions.
Transformation requires both vision and process.
A vision for what’s possible becomes real through a disciplined approach to driving change.
Learning by doing is how you accelerate progress.
Leaders learn best when they apply new ways of working to the immediate issues facing their business.