To be embraced, a change effort must be socially constructed in a process that gives everyone the right to set priorities, diagnose barriers, and generate options.

Top-down authority structures turn employees into bootlickers, breed pointless struggles for political advantage, and discourage dissent.

I don't know whether the universe contains any evidence of intelligent design, but I can assure you that thousands of everyday products do not.

There are as many foolhardy ways to grow as there are to downsize.

All too often, legacy management practices reflexively perpetuate the past - by over-weighting the views of long-tenured executives, by valuing conformance more highly than creativity and by turning tired industry nostrums into sacred truths.

Perseverance may be just as important as speed in the battle for the future.

Organizational structures of today demand too much from a few, and not much at all from everyone else.