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3.76 AVERAGE
3.76 AVERAGE
informative
inspiring
medium-paced
informative
reflective
medium-paced
informative
slow-paced
informative
slow-paced
informative
inspiring
fast-paced
informative
inspiring
medium-paced
Short and sweet. I appreciate the step by step process and although first published in 1996 still relevant today.
informative
medium-paced
Leading Change is a somewhat dated, but still valuable and timely book that explores John Kotter’s views on the essentials of leading organizational change, as informed by his experiences with numerous companies. His eight stage process of change leadership has been referenced in numerous textbooks, and has become a source of insight for many managers and companies desiring to change the way they meet their environment and competition.
The eight-stage process includes the following:
1. Establish a sense of urgency to gain the necessary cooperation in the change effort.
2. Create a powerful guiding coalition, which will be necessary to sustain the process.
3. Develop a vision and strategy – the vision to establish a direction, cause, and alignment toward those ends, and a strategy to make it all feasible.
4. Communicate the change vision to generate understanding and common ground.
5. Empower employees for broad-based action to involve more people, in more powerful ways, in the change effort.
6. Generate short-term wins to provide convincing evidence that the effort is worth continuing.
7. Consolidate gains and then produce more change to maintain urgency and weaken resistance.
8. Anchor new approaches in the organization’s culture to ensure that they become the accepted way of doing things.
It has been said that the one constant is change, and nowhere is this more true than in today’s business environment. To be able to survive and thrive in an environment that appears to be more dynamic each year, companies will need to be able to institute sweeping change from time to time, and incremental (but substantive) change almost constantly. Understanding how that is to be accomplished will be key, and the counsel in Kotter’s book is therefore an important addition to any organizational leader’s repertoire.
The eight-stage process includes the following:
1. Establish a sense of urgency to gain the necessary cooperation in the change effort.
2. Create a powerful guiding coalition, which will be necessary to sustain the process.
3. Develop a vision and strategy – the vision to establish a direction, cause, and alignment toward those ends, and a strategy to make it all feasible.
4. Communicate the change vision to generate understanding and common ground.
5. Empower employees for broad-based action to involve more people, in more powerful ways, in the change effort.
6. Generate short-term wins to provide convincing evidence that the effort is worth continuing.
7. Consolidate gains and then produce more change to maintain urgency and weaken resistance.
8. Anchor new approaches in the organization’s culture to ensure that they become the accepted way of doing things.
It has been said that the one constant is change, and nowhere is this more true than in today’s business environment. To be able to survive and thrive in an environment that appears to be more dynamic each year, companies will need to be able to institute sweeping change from time to time, and incremental (but substantive) change almost constantly. Understanding how that is to be accomplished will be key, and the counsel in Kotter’s book is therefore an important addition to any organizational leader’s repertoire.