1,160 Quotes by Pearl Zhu

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.

Changes at any level within an organization (individual, team or organization) or across business ecosystem require intent.

Innovation has to become the philosophy, and part of DNA in an organization.

Hard business assets keep the organization lights on, and soft assets of the organization enable the business to unlock its potential.

Organizations today must take the holistic digital management practices to harness cross-functional communication and collaboration.

Businesses today need less than a paradigm shift in their thinking about the fundamentals of how organizations work to build an authentic culture and an engaging workforce.

Organizations risk and fall, not on the quantum of plans and resources, but on the capabilities to lead and manage, yet most important to execute.