“ Asking big “WHY” question is to dig through the root cause of changes, how to manage it and achieve a more tangible result. Pearl Zhu
“ The purpose of people-centric Change Management is to build an ongoing change capability. 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. Pearl Zhu
“ It takes critical thinking to frame the right problem and empathetic thinking to address the correct need. Pearl Zhu
“ You don’t need to be a psychologist to manage change, but you need to understand psychological emotions behind changes. Pearl Zhu
“ Changes at any level within an organization (individual, team or organization) or across business ecosystem require intent. Pearl Zhu
“ The multidimensional digital effects provide impressive advantages in terms of the speed of delivery, the quality of information for decision making, and the wisdom of digital workforce. Pearl Zhu
“ For humans to move to higher ground, we must have different views, but share the common ground as well. Pearl Zhu
“ The future or organizations have amazing digital traits such as customer-centricity, empathy, and participation. Pearl Zhu
“ Organizational maturity is not just about technical excellence or process efficiency, but also about business effectiveness, agility, innovation intelligence, and people-centricity. Pearl Zhu
“ If you make change part of your operation routine and your DNA, and then change becomes easier to deal with, and even become an ongoing core business capability. Pearl Zhu
“ Whatever the measurement system is, it needs to be consistent, repeatable and as unbiased as possible. Pearl Zhu
“ Perhaps the difficulty in measuring Change Management is that the very thing we are measuring is changing. Pearl Zhu
“ To clear the path, whether that be the elimination of obstacles, closing the blind spots, or to provide guidance, so that the business as a whole can take a digital leap and unleash its full potential… Pearl Zhu
