A Quote by David Keirsey
Our attempts to reshape others may produce change, but the change is distortion rather than transformation.
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The right to the city is far more than the individual liberty to access urban resources: it is a right to change ourselves by changing the city. It is, moreover, a common rather than an individual right since this transformation inevitably depends upon the exercise of a collective power to reshape the processes of urbanization. The freedom to make and remake our cities and ourselves is, I want to argue, one of the most precious yet most neglected of our human rights.
Although circumstances may change in the blink of an eye, people change at a slower pace. Even motivated people who welcome change often encounter stumbling blocks that make transformation more complicated than they'd originally anticipated.
We must not confuse distortion with innovation; distortion is useless change, art is beneficial change.
When we change, the world changes. The key to all change is in our inner transformation- a change of our hearts and minds. This is human revolution. We all have the power to change. When we realize this truth, we can bring forth that power anywhere, anytime, and in any situation.
Tolstoy said, 'The antagonism between life and conscience may be removed either by a change of life or by a change of conscience.' Many of us have elected to adjust our consciences rather than our lives. Our powers of rationalization are unlimited. They allow us to live in luxury and indifference while others, whom we could help if we chose to, starve and go to hell.
Sometimes, counter-intuitively, it's easier to make a major change than a minor change. When a habit is changing very gradually, we may lose interest, give way under stress, or dismiss the change as insignificant. There's an excitement and an energy that comes from a big transformation, and that helps to create a habit.
People will change when they see that the change will help them reach their goals. If the CHRO sees that the HR transformation that others desire will help the CHRO reach his or her goals, then there will be more support. Absent this reasoning, the CHRO may go through the motions, but the transformation will not be sincere or lasting.
We women, we're always being invited to change our hairstyle, change our clothes, change our wardrobes. It's also important for us to remember as we age to keep changing the way we think of the world. I'm not saying to be flaky at all; but rather than being rigid about something, stay open and available.
We undertook a huge internal transformation to sharpen our customer focus, step up innovation, improve productivity to ensure competitiveness, change our culture, and simplify our ways of working so that our size and scale became a competitive advantage rather than a bureaucratic hangover after years of diversification.
Our approach is very much profiting from lack of change rather than from change. With Wrigley chewing gum, it's the lack of change that appeals to me. I don't think it is going to be hurt by the Internet. That's the kind of business I like.
A real love letter is made of insight, understanding, and compassion. Otherwise it's not a love letter. A true love letter can produce a transformation in the other person, and therefore in the world. But before it produces a transformation in the other person, it has to produce a transformation within us. Some letters may take the whole of our lifetime to write.
History is a process of transformation through conversation. In our efforts to produce change,we often forget how important it is to pay attention to what is being conserved.
Our approach is very much profiting from lack of change rather than from change.
The people are learning that you cannot leave decisions only to leaders. Local groups have to create the political will for change, rather than waiting for others to do things for them. That is where positive, and sustainable, change begins.
A corporation is a living organism; it has to continue to shed its skin. Methods have to change. Focus has to change. Values have to change. The sum total of those changes is transformation.
When we see the need for deep change, we usually see it as something that needs to take place in someone else. In our roles of authority, such as parent, teacher, or boss, we are particularly quick to direct others to change. Such directives often fail, and we respond to the resistance by increasing our efforts. The power struggle that follows seldom results in change or brings about excellence. One of the most important insights about the need to bring about deep change in others has to do with where deep change actually starts.
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