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Your organization can start tweeting, but that wont change its DNA.
Gary Hamel
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Gary Hamel
Age: 70
Born: 1954
Born: January 1
Businessman
Businessperson
Economist
Organization
Start
Change
Tweeting
Wont
Dna
More quotes by Gary Hamel
A noble purpose inspires sacrifice, stimulates innovation and encourages perseverance.
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There is no way to create wealth without ideas. Most new ideas are created by newcomers. So anyone who thinks the world is safe for incumbents is dead wrong.
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Power has long been regarded as morally corrosive, and we often suspect the intentions of those who seek it.
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Management innovation is going to be the most enduring source of competitive advantage. There will be lots of rewards for firms in the vanguard.
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Most companies don't have the luxury of focusing exclusively on innovation. They have to innovate while stamping out zillions of widgets or processing billions of transactions.
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You can't build an adaptable organization without adaptable people - and individuals change only when they have to, or when they want to.
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In most companies, the formal hierarchy is a matter of public record - it's easy to discover who's in charge of what. By contrast, natural leaders don't appear on any organization chart.
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The opportunities for future growth are everywhere. Seeing the future has nothing to do with speculating about what might happen. Rather, you must understand the revolutionary potential of what is already happening.
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Remarkable contributions are typically spawned by a passionate commitment to transcendent values such as beauty, truth, wisdom, justice, charity, fidelity, joy, courage and honor.
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In the age of revolution you have to be able to imagine revolutionary alternatives to the status quo. If you can't, you'll be relegated to the swollen ranks of keyboard-pounding automatons.
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Any company that cannot imagine the future won't be around to enjoy it.
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Taking risks, breaking the rules, and being a maverick have always been important but today they are more crucial than ever.
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A titled leader relies heavily on positional power to get things done a natural leader is able to mobilize others without the whip of formal authority.
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All too often, a successful new business model becomes the business model for companies not creative enough to invent their own.
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This extraordinary arrogance that change must start at the top is a way of guaranteeing that change will not happen in most companies.
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Trust is not simply a matter of truthfulness, or even constancy. It is also a matter of amity and goodwill. We trust those who have our best interests at heart, and mistrust those who seem deaf to our concerns.
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It doesn't matter much where your company sits in its industry ecosystem, nor how vertically or horizontally integrated it is - what matters is its relative 'share of customer value' in the final product or solution, and its cost of producing that value.
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Top-down authority structures turn employees into bootlickers, breed pointless struggles for political advantage, and discourage dissent.
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In a well-functioning democracy, citizens have the option of voting their political masters out of office. Not so in most companies.
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Perseverance may be just as important as speed in the battle for the future.
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