My rating: 4 of 5 stars
I've been reading quite a bit on change management again lately, and I still keep coming back to John Kotter. Maybe it's the simple eight-step process, and maybe it's just the characters in the fable. (Haven't we all met people we would nick name "No-No?") Maybe I just like his writing style. Either way, though I've reviewed Our Iceberg is Melting and Leading Change before, both are worth another go. In the next few weeks I'll post reviews and summaries of three more books by Kotter, but for today let's look again at the eight steps and remember - we can't blow past any of these if we want our effort to succeed.
1. Establishing a Sense of Urgency
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Examining the market and competitive realities
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Identifying and discussing crises, potential crises,
or major opportunities
2. Creating a Guiding Coalition
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Putting together a group with enough power to
lead the change
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Getting the group to work together like a team
3. Developing a Vision and Strategy
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Creating a vision to help direct the change
effort
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Developing strategies for achieving that vision
4. Communicating a Change Vision
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Using every vehicle possible to constantly
communicate the new vision and strategies
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Having the guiding coalition role model the
behavior expected of employees
5. Empowering Employees for Broad-Based Action
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Getting rid of obstacles
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Changing systems or structures that undermine
the change vision
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Encouraging risk taking and nontraditional
ideas, activities, and actions
6. Generating Short-Term Wins
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Planning for visible improvements in performance,
or “wins”
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Creating those wins
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Visibly recognizing and rewarding people who
made the wins possible
7. Consolidating Gains and Producing More Change
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Using increased credibility to change all
systems, structures and policies that don’t fit together and don’t fit the
transformation vision
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Hiring, promoting, and developing people who can
implement the change vision
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Reinvigorating the process with new projects,
themes and change agents
8. Anchoring New Approaches in the Culture
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Creating better performance through customer-
and productivity-oriented behavior, more and better leadership, and more
effective management
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Articulating the connections between new
behaviors and organizational success
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Developing means to ensure leadership
development and succession
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