Kotter Theme Essay

Foreword by Spenser Johnson: One the surface, the story of this book appears to be a fable that is relatively easy to grasp, but it does subtly impart an invaluable lesson on change. The book covers John Kotter’s Eight Steps to bring about successful organizational change and can be equally useful for a high-school student as it is for a CEO of a multi-national organization.

It is essential to have teamwork within a company. Companies who have embraced the concept of teamwork have reported increased performance in work production, problem solving and it has stimulated new growth. This group project approach has improved employee morale and increased input when managed correctly. The benefits of teamwork can make a positive effect in the company that incorporates this type of teamwork approach.

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

Introduction: In the given statement "simply put, teams will be the primary building block of performance in the high performance organization of the future. As a result, effective top managers will increasingly worry about both performance and the teams that will help deliver it" (p. 239, The Wisdom of Teams). Authors Jon R. Katzenbach and Douglas K. Smith conversed with several individuals in more than thirty organizations to figure out where and how groups function best and how to upgrade their adequacy. They uncover: The most critical component in group success who exceeds expectations at group authority. Furthermore, why they are infrequently the most senior individuals Why company wide change relies on upon groups. Furthermore, more comprehensive and demonstrated compelling, The Wisdom of Teams is the fantastic first stage of making groups an effective apparatus for accomplishment in today 's worldwide commercial center.

The purpose of this paper is to use the course concepts to expand upon the topic of leadership styles. I will define leadership and management; explain how the two play a role during organizational change management and how this information can be used by practicing managers. Lewin’s change model combined with Kotter’s eight step change model will be used to present an understanding of and emphasize the importance of leadership through the stages of change.

All with differing skills and levels of experience, to allow a service to be provided efficiently and effectively. Each member of the team has a purpose and a function within that team, so the overall success depends on a functional interdependency. There is usually not as much room for conflict when working as a team. The team also does not rely on groupthink to arrive at its conclusions.

The 2012 edition of Leading Change by John Kotter is an expanded adaptation to his 1994 Harvard Business Review article, “Leading Change: Why Transformation Efforts Fail.” Dr. Kotter is well qualified in the field of change management. He has a MS in Management from MIT, a doctorate from Harvard Business School, and was a full-time professor from Harvard. Furthermore, Dr. Kotter is a co-founder of Kotter International, which applies his research and advisory services for clients. He has written several books and published numerous articles in professional journals (Kotter International, 2015). Twenty-one respected scholars and professionals peer-reviewed Leading Change. This book is a culmination of decades of research and experience on change efforts within a broad range of organizations. For each step, Dr. Kotter provides techniques, examples of failure in change implementation, and examples of success (Kotter, 2012). Ultimately, it provides a framework for change as John Kotter’s Eight Stage Change Process.

Upon researching about change in an organization, I was able to view it in the ways of Kotter’s Theory. No matter what we do, there will always be change. Change can always create either a negative or a positive outlook. Kotter’s Theory stages can help leaders to prepare for change. If we take a good look at the stages in apply them to our everyday life, we may be able to change the atmosphere of the business through building better team support, creating a trusting relationship between employees, parents, and leaders, and by having a support a better vision, goal, and mission set.

In today's society some corporations have achieved success by replacing the hierarchical boss-subordinate relationship with that of an empowered work team. Many corporations know the value of a high-performance team. A high-performance team has a great deal to offer to the organization. In a team environment, people are not managed, controlled or supervised. They are led by their mutual vision of the organization's purpose and goals. Teams surpass individuals working alone, especially when performance requires several abilities, verdict, and active involvement...

J. P. Kotter devised an eight step model for change management. Its genesis, (aside from the 100 companies examined and scrutinised for inspiration) is seemingly derived and developed from Kurt Lewin 's simplistic 3-step change model (unfreeze-change-freeze) (Lewis, A. 2012). Kotter 's model deals with 'unfreezing ' in the first four steps, with the fifth and sixth stages tackling the 'change processes ' and the final two stages 'refreezing ' or as Kotter states: “Making it stick” (Ford, & Ford, 2017). Kotter’s model it is postulated goes into greater detail than his predecessor by looking thoroughly into the process of how the business should go about the whole issue of 'change '. He suggests

Change management within an organization can be difficult, many employees will be reluctant or outright belligerent towards any change to their status quo. Kotter’s technique aims to transform a controversial or radial change, into a positive outcome for employees and employers. The 8 Step Change Model involves:

The models of change that I have chosen to describe are the ADKAR model and Kotter’s 8 step change model. The ADKAR model is mainly used to help identify and drive change as well as a tool to understand any gaps that are needed to strengthen along the change process. It is also a useful framework for planning change within an organization, before implementation, and in the execution phase of the change management process. This process begins with five key goals that are the basis of the model; awareness of the need to change, desire to participate and support the change, knowledge of how to change, ability to implement the change on a daily basis, and reinforcement to keep the change in place. Each step in the ADKAR model

Change happens in all aspects of life. Leaders view change as being good most of the time. An organization can’t move forward without change. This paper will discuss how leaders can use levels of change and the steps of Kotter’s change model to implement change. It will also give a Christian worldview as it pertains to the topics. Leader must learn the language to effectively communicate change. This will give managers an advantage and help demonstrate the vision for the future.

In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction.

A team is a group of people working together to achieve the same objectives. Katzenbach and Smith state in their report The Discipline of Teams (1993) that ‘the essence of a team is common commitment. Without it, groups perform as individuals; with it, they become a powerful unit of collective performance.’ Throughout this study, I will analyse the many different advantages and disadvantages of working in teams and its effects on team members and their performance and commitment within the team. I will consider many different aspects of team work and refer to certain established theories in