Change

Synopsis

Transform your organization with speed and efficiency using this insightful new resource

Incremental improvement is no longer sufficient in helping organizations navigate the complexity, uncertainty and volatility of today's world. In Change: How Organizations Achieve Hard-to-Imagine Results in Uncertain and Volatile Times, authors John P. Kotter, Vanessa Akhtar, and Gaurav Gupta explore how to create non-linear, dramatic change in your organization. You'll discover the emerging science of change that teaches us about how to build organizations - from businesses to governments - that change and adapt rapidly.

In Change you'll discover:

• Why the ability of organizations to deal with threats and take advantage of opportunities in the face of ever greater complexity and uncertainty is being severely challenged
• In-depth, evidence-based, actionable solutions for dealing with institutional resistance to change
• Case studies and success stories that describe organizations who have successfully built the ability to change quickly into their DNA
• A universal approach for how to dramatically improve outcomes from various change efforts, including: strategy execution, digital transformation, restructuring, and more

Perfect for managers, executives, and leaders at companies of all types and sizes, Change will also prove to be a valuable asset to other professionals who serve these organizations. This book is for anyone seeking a proven approach for delivering fast, sustainable and comprehensive results.

Summary

Chapter 1: The Power of Mindset

Summary:

This chapter emphasizes the importance of a growth mindset for successful change. A growth mindset believes that abilities can be developed through effort and determination, while a fixed mindset sees abilities as static and unchangeable. Real-world example: Students with a growth mindset tend to persevere in the face of challenges and achieve greater academic success than those with a fixed mindset.

Chapter 2: Understanding the Change Process

Summary:

Change involves a three-stage model: unfreezing, changing, and refreezing. Unfreezing involves recognizing the need for change and creating a sense of urgency. Changing refers to implementing the desired alterations. Refreezing involves embedding the changes into the organization and sustaining them over time. Real-world example: A company undergoing a technological transformation must unfreeze employees by communicating the necessity, provide training to facilitate change, and establish measures to ensure the changes are maintained.

Chapter 3: Leading Change

Summary:

Leaders play a crucial role in facilitating change. They must inspire, motivate, and guide their teams through the process. Effective leaders communicate a clear vision for the future, create a supportive environment, and remove barriers to change. Real-world example: A healthcare organization successfully implemented a new electronic health records system by empowering nurses and physicians with the necessary training and providing ongoing support.

Chapter 4: Overcoming Resistance to Change

Summary:

Resistance to change is natural, but it can be managed. To overcome resistance, leaders must understand the reasons behind it and address potential fears or concerns. They can employ strategies such as involving stakeholders in the planning process, providing evidence to support the change, and creating a sense of urgency. Real-world example: An education company successfully implemented a new curriculum by addressing teachers' concerns through open dialogue and demonstrating the benefits of the changes.

Chapter 5: Implementing Change Successfully

Summary:

Successful change requires careful planning and implementation. Leaders should set clear goals, develop a detailed plan, and communicate it effectively to stakeholders. They must also provide ongoing support and monitor progress, making adjustments as necessary. Real-world example: A retail company launched a new customer service program. They established measurable goals, designated a project manager, and provided training to employees to ensure the program's successful implementation and adoption.

Chapter 6: Sustaining Change over Time

Summary:

Sustaining change is just as important as implementing it. To ensure lasting success, leaders must embed the changes into the organization's culture, values, and processes. They can do this by providing ongoing support, recognizing and rewarding progress, and addressing any challenges that arise. Real-world example: A manufacturing company successfully transformed its operations through lean principles. By incorporating lean principles into employee performance evaluations and training, the company sustained the changes over several years.