Introduction What is change? Webster’s defines change as to become different or to make someone or something different. People change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feelings (Kotter and Cohen, introduction). The Heart of Change incorporates an eight step by step process to implement effective change in the workplace to make them more successful. The flow this:
Push urgency up, put together a guiding team, create the vision and strategies, effectively communicate the vision and strategies, remove barriers to action, accomplish short-term wins, keep pushing for wave after wave of change until the work is done, and finally, create a new …show more content…
Change is not driven by what is on a spreadsheet, but by the feeling among the staff of a company which are due to emotion. This is evident in large-scale organizations, where change deals with new technologies, cultural transformations, globalization, and e-commerce. In this age, when you are able to the handle the change that reality brings, you win. One of the steps in the book is to “build the guiding team.” A guiding team needs to be effective and powerful. The right people are needed who and should demonstrate teamwork.
They must have leadership skills and be able to communicate, motivate and have credibility. The guiding team must also have managerial skills in order to plan, organize, and control. This team also must be given the power to make decisions.
The team must also work together well. This is where trust, which is often missing, comes into play. It would be difficult to create a strategy or vision for the company with a lack of trust amount the members of the team. Meetings are an important tool to gain the trust of others in the team. A good meeting structure will pull good individuals together, due to some trust and goodwill, to talk about the real issues. They go back and forth discussing points which are important, until it begins to drive
Push urgency up, put together a guiding team, create the vision and strategies, effectively communicate the vision and strategies, remove barriers to action, accomplish short-term wins, keep pushing for wave after wave of change until the work is done, and finally, create a new …show more content…
Change is not driven by what is on a spreadsheet, but by the feeling among the staff of a company which are due to emotion. This is evident in large-scale organizations, where change deals with new technologies, cultural transformations, globalization, and e-commerce. In this age, when you are able to the handle the change that reality brings, you win. One of the steps in the book is to “build the guiding team.” A guiding team needs to be effective and powerful. The right people are needed who and should demonstrate teamwork.
They must have leadership skills and be able to communicate, motivate and have credibility. The guiding team must also have managerial skills in order to plan, organize, and control. This team also must be given the power to make decisions.
The team must also work together well. This is where trust, which is often missing, comes into play. It would be difficult to create a strategy or vision for the company with a lack of trust amount the members of the team. Meetings are an important tool to gain the trust of others in the team. A good meeting structure will pull good individuals together, due to some trust and goodwill, to talk about the real issues. They go back and forth discussing points which are important, until it begins to drive