Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Do you really want to delete this prezi?
Neither you, nor the coeditors you shared it with will be able to recover it again.
Make your likes visible on Facebook?
Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.
Leading Change: Why Transformation Efforts Fail
Transcript of Leading Change: Why Transformation Efforts Fail
John P. Kotter
Review 1995 Brief Overview My Target Audience... What Went Wrong?! Eight Steps to Transforming Your Organization Target Audience; The Leaders
John P. Kotter's Eight Reasons as to Why Transformations Fail
Eight Steps to Transforming Your Organization
" Change by definition requires creating a new system, which in return always demands LEADERSHIP"
(Kotter, 1995). Error #1: Not Establishing a Great Sense of Urgency
Lack of aggressive cooperation
Lack of motivation/patience
Underestimate/ challenge/ comfort zone
Paralyzed senior mgt./ CEO not a change champion 1. Establishing a sense of urgency
2. Forming a powerful guiding coalition
3. Creating a vision
4. Communicating the vision
5. Empowering others to act of the vision
6. Planning for & creating short term wins
7. Consolidating Improvements & producing still
8. Institutionalizing new approaches
Error #2: Not Creating a Powerful Enough Guiding Coalition
Organization under estimates the importance of a guiding coalition (Start with 3-5 during 1s yr to 20-50 high ranking managers).
Wrong staff assigned to lead w/ no power/influence
Error #3 Lacking a Vision
If you cant communicate the vision to someone in 5 mins. or less & get a reaction that signifies both understanding & interest- this phase needs more work. Lost in Translation Error #4: Under-communicating the Vision by a
Factor of Ten
The vision does not clarify the direction the org. needs to move.
Communication from leaders is not consistent with their behaviors (resistance)
Error#5: Not Removing Obstacles to the New Vision
Lack of effort to change (new tasks, etc.)
Feeling threatened/fearful by change/not in support
Error #6: Not Systematically Planning for & Creating Short-Term Wins Lack of obtaining clear performance goals/improvements
No creation of short term wins
Slow results/lost staff commitment
No staff rewards/recognition Error #7: Declaring Victory Too Soon
New approaches fragile/subject to regression
Premature victory kills momentum
Resistors spot opportunities to stop change Error #8: Not Anchoring Changes in the Corporations Culture
Not communication the proper connections to staff (new approaches, behaviors, attitudes).
Poor succession decisions