Peter Gallagher > Peter's Quotes

“Nothing negatively impacts organisation performance quicker than an employee who resists change and who believes that the way they work today is the way they will work tomorrow”
― Peter F Gallagher

“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

“If you do not change employee behaviour, you will not get organisational change and performance improvement"​”
― Peter F Gallagher

“Change is the law of life. And those who look only to the past or the present are certain to miss the future.

[Address in the Assembly Hall at the Paulskirche in Frankfurt, June 26 1963]”
― John F. Kennedy

“Too often the change team will engage a leader with success delusion, this look is obvious on their face when you enter their office. They think to themselves, ‘Who is this plebeian and dullard before me?’"
Change Management Handbook - The Leadership of Change Volume 3”
―  Peter F Gallagher

“While delivering organisational change or improvements, one cannot be sure whether the main challenge is narcissistic and deluded leaders or the sheep that follow in abundance"
Peter F Gallagher
Change Management Handbook - The Leadership of Change Volume 3”
― Peter F Gallagher

“Change Waits for No Leader”
― Peter F Gallagher

“The change question all leaders should be able to answer
Do 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?”
― Peter F Gallagher

“Change Leadership is action, not a position”
― Peter F Gallagher

“Deluded leaders and the ‘yes men’ that follow are barriers to successful organisational change" Peter F Gallagher
Change Management Handbook - The Leadership of Change Volume 3”
― Peter F Gallagher

“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”
― Peter F Gallagher

“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”
― Peter F Gallagher

“Nothing remains the same and at some point in time, everything changes”
― Peter F Gallagher

“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”
― Peter F Gallagher

“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

“We are all cosmopolitan, what we are born into is an accident of birth, respect for difference, growth and learning is who we are”
― Peter F Gallagher

“I once knew one person in a leadership position who promoted diversity, unfortunately their policy excluded groups that were not aligned to his demeanour”
― Peter F Gallagher

“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”
― Peter F Gallagher

“Change resistance is inevitable, ignore it at your peril”
― Peter F Gallagher

“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”
― Peter F Gallagher

“Change everything, go through life never judging, never criticising and when a friend asks you for help, you ask how!”
― Peter F Gallagher

“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”
― Peter F Gallagher

“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”
― Peter F Gallagher

“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”
― Peter F Gallagher

“If it is difficult to change the behaviour of people so they are healthier and live longer, how difficult will it be to change employee workplace behaviour”
― Peter F Gallagher

“Organisational change adoption must be made easier than keeping the old ways”
― Peter F Gallagher

“Constructive feedback is leadership gift and driver of organisational behavioural change”
― Peter F Gallagher

“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?”
― Peter F Gallagher

“Achieve employee change adoption through: Awareness, Understanding, Involvement, Learning and Motivation”
― Peter F. Gallagher, Change Management Handbook: The Leadership of Change Volume 3

“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
― Peter F Gallagher