• 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.