Peter Senge Quotes

Today's accomplishments were yesterday's impossibilities.

Companies can change. Culture can change.

Well, if you look back, in almost two and a half years, the biggest change probably was in late 2000 when we decided to totally change the CA business model.

You can't fail. The further you fall, the greater the opportunity for growth and change.

The past isn't going to get you to your goal.

Change brings opportunity.

It is hard to say what the future holds, but this is probable - it won't be just like the past.

It all sounds almost silly, but the fact is that the only way to change a corporate culture is to just change it.

I'm very grateful and proud of the progress Yahoo! has made over the past year. When I took the position as chairman, I told the board that my intention was to serve for one year in order to help Yahoo! during a critical time of transformation.

To get what you want, STOP doing what isn't working.

Defeat or the possibility of defeat is a great social motivating force for change.

I think for anything to be successful, your problems have to become different problems over time.

We've navigated a lot of change at Campbell's. The best thing for me to be able to do is to discuss that change with people.

My goal is to change NXT. It is to change every company I've ever been to, and I've changed every company.

The world always changes, and teams go through evolutions.

To survive and succeed, every organization will have to turn itself into a change agent

The world is changing, but so is Microsoft.

Growth is a greater mystery than death. All of us can understand failure, we all contain failure and death within us, but not even the successful man can begin to describe the impalpable elations and apprehensions of growth.

The world has changed a great deal from when I began 50 years ago. I was very fortunate. There were a lot of opportunities that perhaps don't exist today.

You must be on top of change or change will be on top of you.

John Akers once said that changing IBM's culture was more difficult than getting elephants to dance. Of course it's really difficult, as Lou Gerstner also found out years later. The title of his own book is Who Says Elephants Can't Dance? He and his top executives were change masters at IBM. All organizations, especially the larger ones, will always need change masters. Dissatisfaction with the status quo and efforts to improve it should be encouraged rather than discouraged. Regrettably, that is often not the case.

If you don't change your approach than you will never change your results!

Leadership produces change. That is its primary function

Success always obsoletes the very behavior that achieved it.

Leadership, on the other hand, is about creating change you believe in.