Discover the most popular and inspiring quotes and sayings on the topic of Change Management. Share them with your friends on social media platforms like Facebook, Twitter, or your personal blogs, and let the world be inspired by their powerful messages. Here are the Top 100 Change Management Quotes And Sayings by 85 Authors including Harry West,Kim Yannayon,Debasish Mridha,Mike Hawkins,Peter Drucker for you to enjoy and share.

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When you're leading, you're generally trying to lead change, and I think it was Roy Amara, who said about technology, "We tend to overestimate the effect of a technology in the short run and underestimate the effect in the long run." And I think the same applies to change within an organization.
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Change is not always easy, but with patience and perseverance, we can find the good in change.
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Success depends on a willingness to change.
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Change is unavoidable. You change either to stay ahead or to catch up.
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To survive and succeed, every organization will have to turn itself into a change agent
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Change is the essence of life; change is the great challenge, the great constant. Change is the ultimate teller of tales.
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Change is hard, difficult, painful, and often messy
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With increasing rate of changes, the organization needs to be adapted in such a way that it can respond effectively to the dynamic changes and to the variety in the environment.
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Do not bless all the changes; change must be progressive; if not, we must not call it as change; the correct name is deterioration or decaying! Beware of the changes! Any change which is not progressive is just a rotting!
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Change is the process by which the future invades our lives.
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Simply put, this is one insight we heard echoed by tens of thousands of great managers:
People don't change that much.
Don't waste time trying to put in what was left out.
Try to draw out what was left in.
That is hard enough.
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Change is inevitable, continuous, and constant. Expectations of anything or anyone remaining the same can only lead to struggles and hardships.
Willing Change
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Change is the end of something you know and the beginning of something else that you don't know. Something new that holds opportunities.
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Change shouldn't be treated as a singular occurrence when it is an ongoing, continued process and dynamic capability within the organization.
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Knowing how to deal with change effectively is a primary requirement for living successfully in perhaps the most exciting time in all of human history
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Change was a scary concept. Whether you were ready for it or not, sometimes it crept up on you, ambushing without warning, and no matter if you wanted it or not, you had to figure out how to accept it and adapt to its insistent nature.
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Resolve to be a master of change rather than a victim of change.
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In navigating change, some of us take temporary actions and expect to obtain
permanent results.
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Change for the better ... Let your change be purposeful and determined. Never repeat steps that always make you fail. Never change a step that brings you closer to excellence! You got to make a change!
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People are too keen to follow standard preconceptions of how organisations should work. All too often, we feel that we are unable to make changes and so hope that someone, somewhere in your organisation knows what we are doing and what the overall aim is.
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Change is always tough. Even for those who see themselves as agents of change, the process of starting a new thing can cause times of disorientation, uncertainty and insecurity.
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Principle of Change #4: Planning for change is planning to succeed.
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Change is simply a shift of the "Old Way - Chaos - New Way" to do things.
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Change to me is like an old friend. It's not my enemy anymore. And I know it will keep coming back to visit again and again to teach me something new.
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Are you on the eve of change? Embrace it. Accept it. Don't resist it. Change is not only a part of life, change is a necessary part of God's strategy. To use us to change the world, he alters our assignments.
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Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable.
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Change brings opportunities. On the other hand, change can be confusing.
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Change makers take risks and are ready to die for excellence than to give excuses and live for mediocrity.
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Far more difficult than implementing change is figuring out what works, understanding why it works, grasping when to change, and knowing when not to.
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Change is REFINEMENT. Change is GROWTH. Change is MOVEMENT. Change is OPPORTUNITY.
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You need strong leadership to effectuate change, and the easiest way is to keep everything status quo. And sometimes changes are necessary. If not, you build up too much potential energy.
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How are you managing the velocity of change?
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Change: How much do you want it? Change: How much do you need it?
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Change is not something you do. Change is something you allow.
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Change is like a river: nothing is the same, even for an instant. Everything is continually moving through the six stages of change: about to come into being, beginning, expanding, approaching maximum potential, peaking, and finally, passing its peak and flowing into its new condition.
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Change is the norm; unless an organization sees that its task is to lead change, that organization will not survive.
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Every successful organization has to make the transition from a world defined primarily by repetition to one primarily defined by change. This is the biggest transformation in the structure of how humans work together since the Agricultural Revolution.
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Peak performers see the ability to manage change as a necessity in fulfilling thier missions.
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None of us knows what the next change is going to be, what unexpected opportunity is just around the corner, waiting a few months or a few years to change all the tenor of our lives.
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When you can't cope with change, you feel overwhelmed, and you look for a simple solution.
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If you want to continue leading, you must continue changing.
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Change is the watchword of progression.
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You must be on top of change or change will be on top of you.
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The No. 1 criticism most managers get is that they don't ever change or wait too long to make changes ... It's very simple: Either things are performing or they're not. And if it's not performing, we have to make changes.
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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.
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Leadership is about coping with change
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The process of the growth of a team is the process of changing people.
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The business of selling is not just about matching viable solutions to the customers that require them. It's equally about managing the change process the customer will need to go through to implement the solution and achieve the value promised by the solution
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No matter how successful you are, change is always good. There can never be a status quo. When you have no money you can't afford long-term solutions, only short-term ones. You have to always be upgrading. Otherwise you're fucked.
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Unless the company becomes obsessed with constant change for the better, gradual change for the worse usually goes unnoticed.
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Change is inevitable and the ultimate way of life. Change creates new opportunities for new beauties in life.
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Managers tend to treat organizations as if they are infinitely plastic. They hire and fire, merge, downsize, terminate programs, add capacities. But there are limits to the shifts that organizations can absorb.
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Your strategy for success must constantly move, change, and evolve.
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Change is one of the scariest things in the world and yet it is also one of those variables of human existence that no one can avoid.
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Kotter and Cohen observed that, in almost all successful change efforts, the sequence of change is not ANALYZE-THINK-CHANGE, but rather SEE-FEEL-CHANGE. You
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Many leaders of big organizations, I think, don't believe that change is possible. But if you look at history, things do change, and if your business is static, you're likely to have issues.
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Change is not a one-time explosion of opportunity. It is a slow burning fire that needs to be tended constantly.
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In any honest analysis, change is the basis of fear, the idea of something new, of some paradigm that is unfamiliar, that is beyond our experiences so competent that we cannot even truly predict where is will lead us.
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Navigating change is the new stability.
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View change as the one constant in your life. Welcome it. Expect it. Anticipate it.
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Don't fear change; embrace it!
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Change capability is one of the strategic capabilities which underpin successful execution and move the organization from efficiency to agility.
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Change is the law. Stability and consistency are illusions, temporary in any case, a heroic achievement of human will and persistence at best. When we want things to stay the same, we'll always wind up playing catch-up.
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Change is the very fabric of our time.
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Long-term commitment to new learning and new philosophy is required of any management that seeks transformation. The timid and the fainthearted, and the people that expect quick results, are doomed to disappointment.
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To be successful one must make change an ongoing process. Quality is a race with no finish line.
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Businesses always have opportunities to improve service, product lines, manufacturing techniques, and the like, and obviously these opportunities should be seized. But a business that constantly encounters major change also encounters many chances for major error
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For many people, change is more threatening than challenging. They see it as the destroyer of what is familiar and comfortable rather than the creator of what is new and exciting.
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Change happens when the pain of staying the same is greater than the pain of change.
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Unlocking individual change starts and ends with the mental maps people carry in their heads-how they see the organization and their jobs.
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We know that leadership is very much related to change. As the pace of change accelerates, there is naturally a greater need for effective leadership.
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Great companies foster a productive tension between continuity and change.
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Change is inevitable. Change for the better is a full time job.
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Embrace change, even when the change slaps you in the face.
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I don't just talk about change. I actually have a plan to execute change and make it happen.
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Learn to adapt. Things change, circumstances change. Adjust yourself and your efforts to what it is presented to you so you can respond accordingly. Never see change as a threat, because it can be an opportunity to learn, to grow, evolve and become a better person.
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Change, like sunshine, can be a friend or a foe, a blessing or a curse, a dawn or a dusk.
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Change is a quintessential element of progress. Without change, progress is non-existent.
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Change happens when you understand what you want to change so deeply that there is no reason to do anything but act in your own best interest.
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If everyone is a changemaker, there's no way a problem can outrun a solution
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Change, even if unwelcome, forces us to reevaluate what our best options are. Those times of transitions are great opportunities to look for recurring patterns in your life and make adjustments to build on the good and reduce the bad.
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Change is a great and horrible thing, and people love it or hate it at the same time. Without change, however, you just don't move.
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If you have these two things - the willingness to change, and the acceptance of everything as it comes, you will have all you need to work with.
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Follow the customer, if they change, we change.
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But in a turbulent environment the change is so widespread that it just routes around any kind of central authority. So it is best to manage the bottom-up change rather than try to institute it from the top down.
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Change needs practice. And practice needs patience.
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When we talk about change, we, the business leaders, have to implement it. We have to look at what we're not doing and what we should be doing.
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Change helps you to adapt to various situations that will come your way.
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The prevailing style of management must undergo transformation. A system can not understand itself. The transformation requires a view from outside.
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Any time there is change, there is opportunity. So it is paramount that an organization get energized rather than paralyzed.
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For the timid, change is frightening; for the comfortable, change is threatening; but for the confident, change is opportunity.
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There are only two things that I would do when there's change, either I stay and embrace it or I let go before I defeat its purpose.
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Change is the part of the very definition of life. The world changes, and flourishing demands constant growth and life-long learning.
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Change is vital, improvement the logical form of change.
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Change is like a charging cow. Don't ignore it - milk it
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We have to be prepared for change.
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Change is just the vehicle to elevate you toward the ultimate destinations.
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Incremental change is better than ambitious failure ... Success feeds on itself.
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There is so much inherent drama in the matter of change. Disappointment in yourself and others, coping with the fact that life is essentially shipwreck, becoming a person you yourself could not imagine yourself to be, for good and for bad, and then ultimately there is the basic matter of loss.
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Change is inevitable, and when it happens, the wisest response is not to wail or whine but to suck it up and deal with it.