John P. Kotter's "Leading Change: Why Transformation Efforts Fail" (Updated Edition with New Preface by the Author)

Laura V.: Lo he usado mucho para mis formaciones.

Spain on Feb 29, 2024

Andrzej: Super

United Kingdom on Feb 18, 2024

Mark Smith: The big takeaway for me was on Leadership, and the problem with many organisations is that lack of it. Instead, I have management. The last chapter, for me, was the best part of the book on lifelong learning and the compounding of that.

United States on Jan 30, 2024

Tackeshi: Muss man gelesen haben, sofern man mit Veränderungsprozesse in seiner Firma umgehen muss (wer muss das heutzutage nicht). Für mich eine Standardlektüre für alle (angehenden) Führungskräfte.
Nicht umsonst wird Kotter fast überall zitiert.

Germany on Jan 21, 2024

Isabelle Paquin: This book gives a very well defined strategy to lead big or small change. Makes so much sense! Wish I would have read this sooner!

Canada on Jan 11, 2024

Armando Pereira Filho: Trata dos princípios do change management como ninguém! Inspiração para a verdadeira transformação dos negócios

Brazil on Dec 16, 2023

Bas Vodde: Leading Change from Kotter is one of the classics on modern change management and it is a pretty good book. Though, definitively not perfect and it does, in my opinion, have a bit a 'traditional management' taste to it. But, well, as that is probably practices in the majority of the companies, I can't blame this book for it.

Leading change is fairly short, a bit less than 200 pages. It consists of 3 different parts: 1) The change problem and its solution (or it could be called "overview"), 2) The eight-stage process, 3) Implication for the twenty-first century.

The first part consists of 2 small chapters. The first cover why organizations fail with their change efforts and it provides eight mistakes (which is basically the reverse of his later proposal). In the second chapter, Kotter introduces his 8-step change process for managing change in an organization.

The eight steps are also the eight chapters of part 2. They are:

- Establish a Sense of Urgency
- Creating a Guiding Coalition
- Developer a Vision and Strategy
- Communicating the Change Vision
- Empowering Employees for Broad-Based Action
- Generating Short-Term Wins
-...

United States on Sep 06, 2013

William Cooke: What does it mean to be a change leader? In times of fiscal upheaval, can a state agency stay true to its mission and vision? Or, must these be sacrificed on the altar of efficiency to the (presumably) lean God of Economy? These are the challenges that confront our elected representatives, agencies that serve the public, unions that represent the workforce, and their constituencies.

In "Leading Change," John Kotter reveals his Eight-Stage Process of Creating Major Change:

1. Establishing a Sense of Urgency
2. Creating the Guiding Coalition
3. Developing a Vision and Strategy
4. Communicating the Change Vision
5. Empowering Broad-Based Action
6. Generating Short-Term Wins
7. Consolidating Gains and Producing More Change
8. Anchoring New Approaches in the Culture

In Kotter's experience, neglecting any one stage undermines and imperils the entire change effort.

So it is clear that change is coming. It always does. Particular change can be envisioned in an instant but implementation can take some time. This is especially true in large, complex organizations like government bureaucracies, with highly interdependent structures and...

United States on Jun 12, 2011