Change is not a curve but a wave - organizations and leaders need to develop skills for continuous adaptation rather than viewing change as a one-time event
Common mistakes in change management include: - Over-relying on "selling" the change rather than addressing practical concerns - Focusing too much on macro vision while ignoring micro discomforts - Using awareness campaigns and branded merchandise instead of meaningful engagement
The most effective change strategies: - Involve people early through pilots and focus groups - Use peer-to-peer influence rather than just top-down communication - Balance speed of implementation with organizational capacity
Different organizational levels face unique challenges: - Top leaders must be willing to repeat messages multiple times - Middle managers need to focus on translation and cross-team collaboration - Front-line leaders must balance regular operations with change initiatives

"Change is not a noun, it's a verb - let's get really good at changing."
"The most credible people in a change are usually not the senior-most leaders... it's other peer-like people who have gone through it recently."
"There's a myth that you can avoid all discomfort, that if somehow you get people excited enough and cheerleading enough that somehow, magically, all issues will go away."

Diana Hong is an Executive Coach and Partner at CRA | Admired Leadership with over 13 years at the firm. Prior to joining CRA, she spent 10+ years in finance. She specializes in helping organizations and leaders navigate complex change initiatives effectively.