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Leading Change: Why Transformation Efforts Fail (Harvard Business Review)
Free Download Leading Change: Why Transformation Efforts Fail (Harvard Business Review)
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Audible Audiobook
Listening Length: 30 minutes
Program Type: Audiobook
Version: Unabridged
Publisher: Harvard Business School Publishing
Audible.com Release Date: January 10, 2007
Language: English, English
ASIN: B000MKZ5IA
Amazon Best Sellers Rank:
Kotter’s 8 stages of leading change seem effective,practical, and influential if you haven’t taken the time to reflect on how to catalyze change before. In this regard the book is good.But this book lacks important arguments to effectively convince an experienced reader or to compare with better quality works like Doerr’s: 1) data or supporting statistics, 2) case studies, & 3) any evidence or references. I felt so much of the book has that “because I said so†tone. Without data the reader is left only with Kotter’s impressions. Without a case study the book is filled with corporate jargon and lacks specifics. Without references I felt Kotter never distinguishes what points of his are unique or different from others.Read this book after reading better ones.
OK, this book does not need any more reviews. However, I found it so valuable, that I wanted to add another. My focus is IT management and the need to be constantly innovating and supplying innovations to the business. Each such innovation should be seen as a change, and Kotter's book provides a focused handbook on making sure that IT transformations have a chance to succeed. The technology part is only a very small component of a successful transformation. Some of my takeaways from Kotter's 8 step process: generating short term wins. These wins need to be realizable in 6-12 months and be seen by a large enough group. Cultural transformation. Some programs such as IT security require a cultural transformation. In Kotter's approach, this occurs at the end of the 8 step program, after multiple small wins. Step 5, Empowering broad-based action is where IT technology comes into play. Without effective systems changes, noone will be empowered. Step #2, Creating the guiding coalition. This must be internal; smart outside consultants will add little here. Summary: if you are in IT, please get this book.
Harvard professor John Kotter changed the way we first looked at “change†in organizations back in 1996. Known as the father of change management, Kotter’s research developed an 8-step process to help leaders face the challenge of change. Now 16 years later, he has republished the book with updates. Still, it’s worth checking out because most leaders have no change methodology when they introduce change efforts, and most change efforts (70%) fail! Kotter’s 8 steps are methodical and provide a comprehensive, dependable, repeatable process for leaders. Read it, heed it. By the way, if you want to read a shorter version, read Kotter’s 1995 article in the Harvard Business Review, also called “Leading Change.â€
Good read on those key differences between a leader and manager whereby Kotter makes the change for employers and structural leaders to begin making more leaders and not so much cranking out managers. Companies that promote learning, growth through failure and success as well as constructive helpful feedback provided in candid, non threatening forums/venues is where we all need to heading to manage the speed of change.
The book was well written and interesting to read. The concepts on what will make a difference in an organization vs. ineffective tools and personalities was insightful and a good reference to look back on when trying to implement change within your organization. My only negative feedback is that the information seemed sometimes repetitive, but that could have been my own experience and foundation of knowledge on the subject. The book flows from one topic to the next easily, uses adequate scenarios and experiences the author has to make understanding of the concepts easy. If one is looking for a book that will help them both understand change and develop ways to implement change successfully this is a good book to use as a tool. The author does not neglect to mention that some of the information found in this book may become outdated overtime and what options could become obsolete vs. used more often.
I am a sustainability professional who works to help institutions become more sustainable and better stewards of the environment. Because of the nature of my work, I am always trying to coax, create, inspire, and implement change. After years of learning about the technical knowledge of what to do and how to do it, this is the most helpful book of all which deals with the sequence of implementing change. When you are dealing with other people or a large organization, you cannot just start changing things left and right. You need to establish a foundation, get buy in, and leverage small changes into bigger changes. Where do you start? Who do you talk to? What do you do first? What do you do next? This book shows you what to do first, second, and third in the 8 step process to change. It shows the difference of being a leader rather than a manager or worker. A leader's most important task is to have vision and help others buy into that vision. The ability to implement and deep technical knowledge is useless unless there is support for change and a structure that allows for it to happen.I like that Kotter's book lays out clearly an architecture for change. While the book was short, didn't have many examples or diverse applications (such as outside of the corporate environment), I appreciate its conciseness, which allows you to spend more time thinking about how the principles apply to your own situation. It can be skimmed easily and the charts and summaries at the end of each chapter cogently summarize the main points of each chapter. I highly recommend this book for all leaders that try to create change.
I'm a consultant and was thrown into change management position. This book has been a lifesaver. I've used it countless times to remind myself what to do and to draft materials for my client. I wish there were more in here on metrics; the text doesn't have many practical tips on evaluating implementation and setting performance measures.
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