Leading Change: Why Transformation Efforts Fail

Throughout the course, MQM383- Leading Organizational Change, there were numerous activities and reading that a made profound impact on me as a student. These activities and readings directly aligned with the learning objectives in the syllabus and allowed me to further develop as a student and business professional. Although all the activities and readings were beneficial, there were two experiences which made the deepest impression on me. The reading which made the largest impact on me was John Kotter’s article “Leading Change” Why Transformation Efforts Fail” along with the subsequent class discussion, and the case analysis of “Bradley Marquez: Reduction in Force (A).” These two experiences directly apply to my ability to lead change in …show more content…
In essence, the eight steps to Kotter’s model are as follows: establish a sense of urgency, form a powerful guiding coalition, create a vision, communicate the vision, empower others to act on the vision, plan for and create short-term wins, consolidate improvements and produce still more change, and institutionalize new approaches. As we discussed in class, these steps are critical to the development of a change effort. The eight steps establish the framework for a leader to create change, and subsequently lead the entire change effort. No matter the scale of change, these eight clearly defined steps, if embedded corrected, can revolutionize an organization for the …show more content…
Diving deeper, this case presented numerous issues ranging from mediocre executive decision making to employee engagement mishaps. Overall, this case encompassed many theories and best-practices (or lack therefore) that were discussed over the course of the semester. I believe that the Bradley Marquez case served as a capstone for the class, allowing our team to thoroughly analyze it using different scopes and ideas from all aspects of the