Pearl Zhu, Change Insight: Change As An Ongoing Capability To Fuel Digital Transformation Quotes

Change is a digital continuum.

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.

Just like changing personality, culture change is possible but difficult.

Mindset is the “software, ” and software is eating the world. Deal with changes at the mindset level.

The purpose of setting communication principles is to build an effective digital workplace where collaboration and sharing are the norms.

Change is simply a shift of the “Old Way - Chaos - New Way” to do things.

Look at resistances to change as a source of energy and where there is energy there is still passion and potential.

The solution to encourage creativity is to maximize use of employee’ brainpower.

Strategy, role-model, systems thinking, trust, relationship management, balance, etc., are all important culture change principles.

The value of an individual is measured based on productivity, creativity, and contribution to the organization today and tomorrow.

The big “WHEN” about change is not just a particular moment, but a thought-out planning with clear defined timelines.

Change shouldn’t be treated as a singular occurrence when it is an ongoing, continued process and dynamic capability within the organization.

To make change sustain, the important thing is “end-to-end” performance.

Wisdom in the workplace means to inspire creativity, learning, and progression, but discourage unprofessionalism and negativity.

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.

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.

Change Management can become more successful with people at the core of change, the cause of change and the purpose of change.

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.