Cultural change shouldn’t focus on raising the ceiling of good behavior but raising the floor of bad behavior.

Change fatigue, like all fatigue, is the result of going too far, too fast.

Timing the introduction of an innovation is like ripening an avocado: Wait, wait, wait…oops, too late.

Meyer’s third rule of feedback: Putting your feet against someone’s backside is rarely effective feedback.

More organizational changes are derailed by a lack of priority than by a lack of support.

Change is 5% inspiration and 95% participation.

Meyer’s Strategy Rule #36: Without a moat your competitive advantage is moot.

The difference between feedback and judgment is like giving a hand or punching with your fist.

The higher you climb, the less grounded you can become.

Meyer’s Strategy Rule #35: Smart sellers don’t have a cellar.