Leading Change by John P. Kotter

Introduction Leading Change is a book written by John Paul Kotter, a Harvard Business School professor and one of the leading scholars in the field of leadership and change, precisely, he talks about how best businesses can implement change. The book consists of 187 pages arranged into 15 chapters, these chapters are placed into three categories: Part I, Part II, and Part III. Each chapter handles a different stage towards implementing change. Leading Change was first published in the United States in1996 by the Harvard Business School Press.Advertising We will write a custom report sample on Leading Change by John P. Kotter specifically for you for only $16.05 $11/page Learn More I chose Leading Change since the book is an international bestseller written by one of the best authors in business management. Having read one of Kotter’s books: The Heart of Change (2002), I was amazed by the depth of knowledge he possesses in how best to manage busine sses towards change. Leading Change was a way of extending my understanding of the same subject. If the book’s title is a hint into the book’s contents, I expect to find useful information in managing and implementing change in an organization. With the ever-increasing need for businesses to effect change in order to remain relevant, I expect the author to give a methodical procedure for implementing change, and, in his trademark style, to provide numerous case studies of how businesses have succeeded by implementing change. Book Summary Kotter begins by informing us of the importance of change in every aspect of life, he mentions globalization as a major force pushing firms towards implementing change (Kotter, p. 10). He takes the long-established differentiation of management against leadership. From this comparison, we learn why Kotter chose Leading Change as his title rather than something like Managing Change for it takes leadership rather than merely management t o steer firms through times of great change. Kotter puts forward 8 steps that are vital to effect change in any firm as outlined below: Establishing a sense of urgency In Chapter 3, Kotter discusses the first stage of effecting change and states that this stage requires a great deal of teamwork, a well-laid out plan, and a readiness to make sacrifices for others. The author posits that a high level of satisfaction and a low level of urgency are the two greatest barriers to effecting change. He further states that a number of firms face satisfaction despite having a highly intelligent and positive-thinking staff. Kotter provides nine strategies of overcoming satisfaction and emphasizes that an effective leader is required to turn these strategies into reality.Advertising Looking for report on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More Creating the Guiding Coalition Chapter 4 begins with an outline of the second sta ge of effecting change. Kotter states that in order to actuate change in any firm, strong guidelines are required. These include the right team of persons, high level of trust, and common vision are vital to the success of this process. Besides, a single leader cannot implement change by himself, it is his duty to pull together a strong team to assist him during the program. Kotter presents four stages needed to create an effective team and states that the most significant features to the success of the team are trust, a shared objective, and sincerity. Develop a vision and strategy Kotter mentions that there are three ways to persuade people into altering their behavior to bring the desired change in an organization, these methods are authoritarian, micromanagement, and vision. Vision clarifies the need for change and is a core element to all great leadership. He mentions the features of a viable vision and provides a method of implementing the vision successfully. Communicate the change vision Kottler stresses the importance of communication on the road towards change. Communication is key to the success of any change strategy adopted for it creates understanding among the team members implementing the change. He writes that important information must be passed over repeatedly in different ways. Most importantly, people’s daily communication requirements have to reflect the fresh way of thinking, he quotes Mahatma Gandhi that leaders must â€Å"be the change they wish to see† (Kotter, pp. 89). Empower employees for broad-based action This appears in chapter 8 and mainly dwells on the concept of staff empowerment. Kotter mentions eliminating obstacles that will impede the change efforts. Top-level management can get rid of these barriers by ensuring that the present framework does not hinder the vision of change. By aligning the present organizational framework with vision, the change process can be more successful. Kotter also mentions the impo rtance of workforce education relating to empowerment: education empowers the employees and increases the likelihood of success of the change program. Generate short-term wins The sixth stage in the implementation of change, which appears in chapter 9, calls on the generation of immediate successes to demonstrate the importance of change to the firm and to cheer on the team implementing change.Advertising We will write a custom report sample on Leading Change by John P. Kotter specifically for you for only $16.05 $11/page Learn More Kotter says that these short-term wins increase the chances of completing the change process, however, they are only helpful if they are noticeable to many, the terms are straight, and the success is closely associated with the change process. A success generated to satisfy the requirements creates joy, belief, and drive. So how can this be done? Kotter states that the solution to achieving success is planning instead of dep ending on prayers, he differentiates between â€Å"gimmick wins† and tangible short-term successes (Kotter, pp. 191). Kotter states that even though short-term gimmicks can be helpful for a while, bosses must not harm the firm’s future by effecting short-term victories. In summary, short-term wins should not be given prominence to long-term change visions. Consolidate gains and produce more change In the seventh stage, Kotter outlines five phases to achieving victory in change programs. The first step is to initiate intricate and tough changes in the firm, then seek for more assistance to make sure the program succeeds. Thirdly, the senior managers must carry on providing a strong emphasis on the reason for the change program, next, decentralization of the programs is vital for it allows management to focus on the reason for the change program and increases their chances of success. The final step is to get rid of unnecessary credits or satisfaction. Anchor new approac hes in the culture The final step begins in chapter 10 and mainly deals with the dangers of failing to implement change programs, Kotter offers a formula for implementing change. Failing to adopt change programs can lead to a total failure in a company, and the key to a permanent change in an organization not only relies on changing vision or mission statements or even the instruction manuals, but in changing the company customs. Critical thinking Leading Change continues to be an accepted book on the methods of steering an organization towards change. Kotter offers numerous ideas and instructions for the leader to remember, and he presents these ideas in easy-to-understand stages. While there are no references to these ideas, much of what he presents corresponds to modern studies and theories in leadership and organizational behavior. Kotter also does an impressive job by giving us a distinction between leaders and managers, and the understanding that ICT has permanently changed so ciety by accelerating change, hence the urgent need for managers to learn how to lead their organizations towards change.Advertising Looking for report on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More Clearly, this book is meant for senior managers trying to effect change in large organizations, however, I also found some information that can be applied in smaller firms. Leading Change is a must-read for business executives, especially in the 21st century where every aspect of the corporate world is continually undergoing change. The book has its downside too. It lacks detail, supporting data and research studies to compliment the ideas presented. Kotter talks about large tectonic changes in the marketplace, but does not include supporting evidence. Some of the recommendations that he presents are difficult to understand too, for example, he mentions that allowing a financial loss will help validate the urgency for change, this idea might herald the downfall of a stable business or organization. He also mentions that non-managerial employees have been trained to not be accountable, a statement many will dismiss as fallacy. The book appears to be a compilation of essays on managin g change in organizations rather that a complete book on leading change. Kotter discusses numerous examples of change programs that failed with less mention of practical strategies and positive examples. My concern while reading the book was that due to the lack of details and supporting evidence, it may be used by a mean or unethical manager to defend oppressive demands that may eventually damage an organization. Recommendation I would recommend the book to any manager trying to lead the firm through change as it gives a simplified procedure of going about this process. The author presents the change program in simple packets of ideas with stages, steps and error lists that are easy to remember. The eight stages of change put forward offer timely and valuable information by a man who has a 25-year experience working with corporations to create long-term changes. Conclusion I learnt a couple of ideas that could change my life immensely, especially in the corporate world. I saw the n eed to distinguish between management and leadership, and that management alone cannot run an organization effectively, rather, leadership is the most important trait a manager should possess. I also learnt of the importance of adopting change programs not only in the corporate world, but also in non-business environments. The world around us is undergoing constant change, and unless we adopt ourselves to it, we may find ourselves out of place, similar to a business that fails to implement change programs and finds itself unable to compete effectively with other firms on a number of platforms. Finally, I learnt the importance of sacrifice in the road to achieving a common goal. Works Cited Kotter, John Paul. Leading Change. Boston: Harvard Business School Press, 1996. This report on Leading Change by John P. Kotter was written and submitted by user Carmelo Y. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Let Him Have It. Essays

Let Him Have It. Essays Let Him Have It. Essay Let Him Have It. Essay In this essay, Im going to tell you about a film called Let Him Have It. Its about two young boys who get involved in the killing of a police officer. Derek Bentley, 19, and Christopher Craig, 16, never thought they would get to a point where one of them had to kill someone when breaking and entering into a warehouse. The director, Peter Medak made the film because he wanted the audience to feel sympathy for Derek Bentley, who was executed for a crime he didnt commit. Whereas Craig, the young gangster who brutally murdered police officer, PC Miles, got only 10 years in prison because of being underage. The director showed us about Dereks early life by making the young boy look defenceless and innocent during the blitz. First came the flashbacks when London was under attack, where Derek was buried under a pile of debris. The mood was frantic, everyone was trying to help him and it was all chaotic. This childhood is completely different to Craigs one. Craig was a big troublemaker; he had a very rough childhood compared to Dereks. The director showed these two scenes about both Derek and Christopher because, he wanted the audience to know what kind of backgrounds these boys came from. He wanted us to judge Derek and Christophers past up to what they have become now. Derek came from a loving family who cared and stood by him. Examples where love and support is shown in Dereks family is when he had nice long chats with his sister, Iris, in his bedroom, when she encouraged him to give up smoking, this shows that she really cares for her brother and wants him to be happy and healthy. Another example is when his father tries to get a job for his son. What made Dereks parents happy was when his sister took him out for the first time into town. The director also shows the whole family having a Sunday evening together chilling out and relaxing in the living room. Whereas Craigs family is not shown in the film to represent they dont spend time with each other, except for his brother Niven who got into trouble mostly all the time, he served 12 years in prison for armed robbery at Waltham Abbey. Dereks lack of confidence is shown wherever he is. For example, when he and his sister were out in town, they entered a record shop, and the woman behind the counter started flirting with him. He didnt know what to say and stuttered because he was so nervous. Other times too, like in the courtroom his head was down because he was too nervous to look at people, even his own family. This behaviour is totally different looking at how Craig acts. Whenever hes with his friends, he feels as if hes the leader of the gang and takes control of everything. His confidence got him into trouble sometimes, always taking risks, like in the early days at school, when he used to swap guns with classmates. He was always trying to show them off, and one reason for this, is because his classmates used to take the mickey out of him for having dyslexia. Hes the cocky and cheeky type, this shows that Craig has to act like this to make others aware that he is not scared easily and can stand up for himself. In the courtroom, Derek shaked and nearly had a fit when he spoke but Craig had his chin up and spoke clearly, with cocky confidence and arrogance to the judge. Derek admires and looks up to Craig because he finds everything great in Craigs lifestyle. Examples are friends, money, women, cars Craig makes it look easy about having a girlfriend, loads of friends, having a lot of money and possessing a nice car. Derek wants Craigs life because he thinks its exciting and fun. The night when they decided to rob the warehouse was actually the night of the shooting. They both climbed over the gate, first Craig then Derek. At that precise moment, a little girl sees them and the police are alerted. When the police arrive, Dereks behaviour changes. He thinks about what his family will make of him - My dad is going to kill me he starts to panic and wants to own up but Craig holds him back. Craig is acting jumpy as well but tries to stay calm. He tries to play it tough, and making it like hes not scared and in control. He says things that he thinks are daring to the police officer, like-Come and get me if you want! During the trial, Derek is shown to be vulnerable and naà ¯Ã‚ ¿Ã‚ ½ve. When he answers questions he looks down and shakes a lot. During that time the camera does a close up of him looking nervous, because when the judge asked him a question, he was nervous about his answer. Derek tells his story with hesitation, however Craig just tells it without even thinking. When the judge told him about the amount of guns he carried from the age of 11 to 16 and then went on to ask if he carried them with him altogether, Craig seemed to find that amusing and answered mockingly Of course not Sir, I carried a few at a time The director shows people in authority in a bad light in the film- to make us think that theyve done wrong, and punished an innocent person. For example, the people who put Derek in approved school, they seem like they cant be bothered with Derek, they dont think hes smart, and want nothing to do with him. Also, he shows that the army medical officer, doesnt want an unhealthy person like Derek to fight with a weakness, in this case- Dereks fits. The policeman on the roof was much the same, he could clearly see that Derek did nothing, possessed no gun, and killed no one, but he assumed that his fatal words - Let him have it Chris directly meant - Shoot him. However, any person who thinks logically will know that Dereks innocent words actually meant- Let him have the gun, Chris. The judge, jury and lawyer also mistake those clear unoffending words for something they think are guilty, which makes Dereks chances of not being executed very low. In the last part of the film, the build-up to the hanging is very emotional and stressful for everyone. The director tries to break our hearts, showing us the state of the family, people who support Derek; he does a close-up of the clock to indicate how much time Derek has before his brutal death. The music is very slow and gentle, so it can match the speed of the pre-execution. At around 9am, hes in his cell, saying his final prayers with a Priest. The actual hanging itself, happened so suddenly, you didnt have time to think about what was going on. Derek was shaking as the police officer gave him his drink to calm him down, then being taken away to his death place. When he was being executed, the speed changed very quickly as did the music, it went along with the speed- very fast. The way the director shows Derek, roughly handled by the men and how abrupt the procedure was, with a bag on his head and feet and hands tied up, makes us feel very sorry for him and angry with everyone w ho put him through that. And thats exactly what the director intended us to feel when he made this film.