Home > Author > Peter F. Gallagher
1 " Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders "
― Peter F. Gallagher
2 " If you do not change employee behaviour, you will not get organisational change and performance improvement" "
3 " Nothing remains the same and at some point in time, everything changes "
4 " Life is all about 'Continuous Never Ending Change and Improvement' (CNECI) as we grow, develop and regenerate "
― Peter F. Gallagher , Change Management Handbook: The Leadership of Change Volume 3
5 " The change question all leaders should be able to answerDo you have a change vision, are you aligned on your strategic objectives, are you a high performing team and does you team have change leadership skills to lead the change or improvement that your organisation is facing? "
6 " The best leadership teams have purpose, they are aligned on their strategic objectives, they are a high performing team and have change leadership skills to navigate 4IR "
7 " Change Leadership is action, not a position "
8 " Fixed mindset leaders will quickly contaminate an organisation by killing growth and creativity, as well as promoting incompetence based on their likeness. This cycle will be replicated unless shareholders intervene ruthlessly "
9 " We are all cosmopolitan, what we are born into is an accident of birth, respect for difference, growth and learning is who we are "
10 " I once knew one person in a leadership position who promoted diversity, unfortunately their policy excluded groups that were not aligned to his demeanour "
11 " A typical response when starting a change journey and engaging organisational leaders, it is not us, it is the employees below me that have the problem with change and improvement "
12 " Many leaders get to the top of an organisation with skills less associated to leadership, but more the ability to eliminate greater competition on the way "
13 " It doesn’t matter which continent I am working in; I typically encounter three-employee change standpoints: Advocates, Observers and Rebels. However, to successfully implement organisational change management, we must engage, communicate and entice these three employee groups to get buy-in, change adoption and benefits realisation "
14 " There are 3 groups of employees in any change journey: ‘Advocates’, ‘Observers’ and ‘Rebels’. Each reacts differently to organisational change and will have different levels of resistance "
15 " To the trolls, my work is about people, leadership and change. If the scribe reminds me of Churchill, dog and stone, then I have already wasted time "
16 " Constructive feedback is leadership gift and driver of organisational behavioural change "
17 " From my experience, I see a high number of change initiatives fail, so why is it that change experts and leadership coaches continually praise organisations for their great efforts? "
18 " The micro facial expression of contempt when engaging leaders about preparing for their organisation's change is often the norm, matched only by their leadership of change knowledge "
19 " Change resistance is inevitable, ignore it at your peril "
20 " Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership "
