The ultimate aim of assimilating knowledge is to create new ideas or gain wisdom.
~ Pearl Zhu
Learning becomes the knowledge builder and we can define learning through the information it absorbs and the capability it builds.
Creativity has many dimensions, with multi-faceted truth and myth and manifold knowledge.
Education is the means to end, not the end itself. Education should not become another status quo, or silo, or the end.
Change Management can become more successful with people at the core of change, the cause of change and the purpose of change.
Agile does not mean laissez-faire, flexibility and freedom are based on the well-defined principles.
Managing change is no longer a one-time initiative, and change management turns to be a strategical ongoing capability in today’s digital organizations.
Wisdom in the workplace means to inspire creativity, learning, and progression, but discourage unprofessionalism and negativity.
Selecting the right measure and measuring things right are both art and science. And KPIs influence management behavior as well as business culture.
It’s probably better and more accessible to measure change readiness rather than change progress.
Innovation is the change, Change Management needs to be an integral part of innovation management.
The “result” of micromanagement is perhaps tangible in the short run, but more often causes damage for the long term.
To think critically, it is first maturing and distancing a bit from self, no matter what level one lives on Maslow’s hierarchy of needs.
To clear the path, whether that be the elimination of obstacles, closing the blind spots, or to provide guidance, so that the business as a whole can take a digital leap and unleash its full potential.
Perhaps the difficulty in measuring Change Management is that the very thing we are measuring is changing.
Be humble, desire insight, squash arrogance, and be cognizance of unknown.
Whatever the measurement system is, it needs to be consistent, repeatable and as unbiased as possible.
If you make change part of your operation routine and your DNA, and then change becomes easier to deal with, and even become an ongoing core business capability.
To make change sustain, the important thing is “end-to-end” performance.
Organizational maturity is not just about technical excellence or process efficiency, but also about business effectiveness, agility, innovation intelligence, and people-centricity.
The future or organizations have amazing digital traits such as customer-centricity, empathy, and participation.
The organizational fit is the good balance of the fitting attitude and misfit thinking.
For humans to move to higher ground, we must have different views, but share the common ground as well.
The multidimensional digital effects provide impressive advantages in terms of the speed of delivery, the quality of information for decision making, and the wisdom of digital workforce.
Awareness is the first step of Change Management, it starts from the mindset level.
Changes at any level within an organization (individual, team or organization) or across business ecosystem require intent.
You don’t need to be a psychologist to manage change, but you need to understand psychological emotions behind changes.
It takes courage, motivation, discipline, and persistence to get out of comfort zone.
Just like changing personality, culture change is possible but difficult.
It takes critical thinking to frame the right problem and empathetic thinking to address the correct need.
The psychology of the change is that “People like to change, but do not want to be changed and there is the difference.
The purpose of people-centric Change Management is to build an ongoing change capability.
Asking big “WHY” question is to dig through the root cause of changes, how to manage it and achieve a more tangible result.
Change capability is one of the strategic capabilities which underpin successful execution and move the organization from efficiency to agility.
Change is just the vehicle to elevate you toward the ultimate destinations.
Change Management = The human side of change.
Fundamentally leadership is about change and influencing people to change.
With proactive support and full engagement of top leaders, Change Management can become an enjoyable voyage to discover the new landscape of businesses.
Change is a digital continuum.
Mindset is the “software,” and software is eating the world. Deal with changes at the mindset level.
