Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is ho — bell hooks
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Once you do away with the idea of people as fixed, static entities, then you see that people can change, and there is hope.

— bell hooks
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More “Change” Quotes

There is always an inertia to be overcome in striking out a new line of conduct – not more in ourselves, it seems, than — Thomas Hardy, Far from the Madding Crowd
An era can be considered over when its basic illusions have been exhausted. — Arthur Miller
Leaders need to sacrifice "power-over" to get "power-to". — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Strategic coherence is more important than strategic perfection. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Leaders need to correct for cognitive biases the way a sharpshooter corrects for wind velocity or a yachtsman corrects f — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Ambiguity is not, today, a lack of data, but a deluge of data. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Green light, STOP - if you want to see where you are taking the most risk, look where you are making the most money. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Yesterday’s decision-making strategies are ill-equipped to deal with petabyte information flows. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
Most businesses would profit greatly from just applying Change Management 101 well. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
It is time to euthanize change management. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
The notion of "business as usual" is a harmful myth. — Paul Gibbons, The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture
It may be necessary to change our brand, catch phrases, strategy, design, etc. once in awhile. It may give us competitiv — Assegid Habtewold, The 9 Cardinal Building Blocks: For Continued Success in Leadership