“I would like to change the mindset of people about change itself. Even when they agree to the process of change, they tend to lose sight of long-term objectives and do not implement change positively enough.” Belgium

“To be more patient about driving change.” Canada

“To create even more willingness to change among executives.” Germany

“I would like to change the internal processes and decision making processes. We also need to look at people issues—the middle and senior management needs to have strong leadership skills. The recruitment process would need an extensive review.” China

“Space for creativity and innovation in the rigid structure of the company.” Argentina

“Lack of willingness to meet/make change.” Finland

“Not to see change as a threat but as an opportunity.” the Netherlands

“More effort has to be taken to make sure that people really understand the reason for and benefit of the change.” Indonesia

“The ability of the whole team to carry out changes, integrate themselves in the different functions, and react quickly to changes.” Italy

“A vision of continuous improvement and capacity for adaptation.” Argentina

“People’s attitude to change.” Hungary

“The ability to identify the changes that are coming about and to adapt quickly. Must anticipate the changes ahead and prepare.” United Kingdom

“I think people have to be more open to change, collaboration, and innovation in this competitive business environment. Business as usual is not acceptable; we need an open architecture to be successful in this competitive environment.” United States

“Our responsiveness to the changing market needs. Basically we are not able to anticipate or address the problem practically.” India

“Work-life balance.” South Africa

“Develop more collaboration among senior management.” Australia

“Support by staff for a change.” Japan

“Creating an organization that’s strong and flexible to react to an increasingly volatile external market.” United States

“Internally there is a need for the ability to absorb new ideas and accept the changes in business models.” Hong Kong

“Change-management clarity related to response to change in my organization.” Thailand

“The ability to adapt quickly and cope with the change.” South Korea

“Explaining the benefits of change to employees.” United States

“To be able to better transmit the necessities of the change of business.” Portugal

“I would like to improve the ability to address cross-cultural differences and make people understand each other easier.” Turkey

“Getting everyone to row in one boat in the same direction.” Canada

“Get people across the company to always think positive and also have the conviction to achieve what they dream.” India

“People’s attitude to change.” Hungary

“To know what customers really want.” Japan

“The possibility to take a longer term view of the business. Short-term business pressure is overwhelming. We focus so much on a 12-month horizon. I’d like to be looking out three
to five years.” Poland

“Make decisions more quickly.” Mexico

“My own attention to the quality of collaboration at the highest executive level and my own engagement to effect changes.” United States

“I wish I had more time for my staff.” Germany

“To change the culture of the organization so it becomes more powerful and entrepreneurial.” United States

“Better coherence between the corporate goals and individual tasks for each department.” Ukraine