14 Insightful Quotes from Influencers in Change Management (2)

A little over a month ago, in collaboration with our Diktio Labs division, we published a list of the most influential change management Key Opinion Leaders (KOLs) on Twitter, and now we are bringing you first-hand insights from some of the experts identified by our mini research.

Mike Lehr, Andre’ D. Harrell, Braden Kelley and Malati Marlene Shinazy were kind enough to share their thoughts on current and future trends, best practices, and essential components of a successful change management initiative.


Mike Lehr_**

We are in the midst of a human-data revolution.al (1)1)** “Change management will evolve in the next 10 years to focus more on the relationships we have with clients and employees as opposed to processes and rules.”_

2) “Advancements in technology and research methodologies are driving this in two ways. __One is the huge advancements in the study of human behavior that will allow us to leverage these relationships better. __The other is the accelerating ability to quantify and monitor these relationships.”

3) “We are in the midst of a human-data revolution.” Tweet:

MikeLehrSince 2003, as President and Founder of Omega Z Advisors, LLC, a change management consultancy, Mike Lehr has helped leaders and others navigate organizational cultures and office politics to deliver the change they want. He helps firms carry out their strategic plans, process improvements, IT implementations, mergers, acquisitions and consolidations, and high-growth strategies.


**Andre’ D. Harrell

** Copy of We are in the midst of a human-data revolution.al (1)4) “‘Change Management’ will be the result of ‘Behavioral Modification’ where value to the individual impacted by the change will supersede the actual act of change.”

5) “There will be more of an effort to place value on the purpose of change, which will allow for more empowerment and acceptance towards change.” Tweet: There'll be more of an effort to place value on the purpose of change, which will allow for more empowerment and acceptance towards change.

6) “You’ll see an increase in leadership competencies where those in positions of power will have to be nimble, flexible, humble and importantly strategic in communicating and inspiring a vision that brings a sense of value to change.”

7) “Change Agents who are effective at communicating a “Vision” that aligns to the needs and value of others affected by the change, will ALWAYS garner support and acceptance.”

8) “Removing the complexities of ambiguity that often impairs change can be conquered by those who can communicate and lead by example a vision that inspires and reinforces the positivity of change.”

AndreDHarrellAndre’ Harrell is President/CEO of AH2 & Beyond Consulting who specializes in global sales and marketing strategies, and sales training. Having experiences in both domestic and international markets Andre’ has held a number of key executive leadership roles in Sales Management, Global Brand Product Marketing, Global Training, and Global Commercial Operations with fortune 100 companies the likes of Johnson & Johnson Inc, Bristol Myers Squibb, and Novo Nordisk.


**Braden Kelley

** Copy of Copy of We are in the midst of a human-data revolution.al (1)9) “In today’s environment it is innovate or die, and the reason that most organizations are bad at innovation is that they are bad at change.” Tweet:

10) “So, the ability to create a culture of continuous change in an organization, and a commitment to empowering employees with the tools, techniques, and mindsets that lead to the creation of a new organizational capability in change for the organization, will lead to THE most important competitive advantage an organization could possibly possess - greater organizational agility.”

11) “Successful change leadership teams build a clear plan that can be easily shared in order to start creating movement, in order to overcome the inertia of the organization, and then they focus on building and sustaining the momentum necessary to realize the desired transformation, whether that is a “BIG C” change or a “little c” change.”

bradenkelleylinkedinBraden Kelley is the author of two books, one on innovation and another on change, Stoking Your Innovation Bonfire and Charting Change (Feb 2016). He is also the creator of the Change Planning Toolkit™ and InnovationExcellence.com. He has an MBA from London Business School and extensive experience on the people side of innovation, change, and digital transformation.


Malati Marlene Shinazy, MEd_

Copy of Copy of We are in the midst of a human-data revolution.al12) “Change in any part of a system impacts all elements of that system: Products, Processes and most importantly People. The impact of each of these elements must be considered before a change initiative is engaged and then continually during the change management process.”_

13) “People are the stakeholders of change. Employees, customers, investors, and vendors are all impacted by organizational changes.” Tweet:

14) “Human resources leaders should be partners to the change management team, as they can identify how change will impact internal stakeholders. They can also identify the degree and type of timely communication it will take to get and keep employees on-board with the change and the degree to which the organization has the bench strength to undertake the change successfully.”

MalatiMShinazyMalati (whose name rhymes with “Quality”) has improved organizational cultures for hundreds of clients worldwide. Before launching Pacific Leadership Consultants, she worked as Chief Learning Officer and VP of Learning, Talent Development, and Organization Development for Silicon Valley software firms, Fortune 100, and small-cap companies.

Change Management webinar - OrgMapper

Interested in more tips and an actual tool to arm you with the insights necessary to succeed at organizational change? Join us at our upcoming change management webinar on December 1, featuring #1 KOL, Mike Lehr, as guest speaker.