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    Our Iceberg Is Melting

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    This document outlines an eight step process for successful organizational change developed by Kotter and Rathgeber. The eight steps are: 1) create a sense of urgency, 2) form a guiding team, 3) develop a change vision, 4) communicate for buy-in, 5) empower action, 6) create short-term wins, 7) don't let up, and 8) create a new culture. It also discusses the importance of identifying strengths in team members to manage change, and using both logical thinking and emotional experiences to drive behavior change. Questions are solicited at the end regarding applying the eight step process and dealing with resistors to change.

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    Our Iceberg Is Melting

    Uploaded by

    asm123123
    78 views22 pages
    This document outlines an eight step process for successful organizational change developed by Kotter and Rathgeber. The eight steps are: 1) create a sense of urgency, 2) form a guiding team, 3) develop a change vision, 4) communicate for buy-in, 5) empower action, 6) create short-term wins, 7) don't let up, and 8) create a new culture. It also discusses the importance of identifying strengths in team members to manage change, and using both logical thinking and emotional experiences to drive behavior change. Questions are solicited at the end regarding applying the eight step process and dealing with resistors to change.

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    Our Iceberg is Melting

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    This document outlines an eight step process for successful organizational change developed by Kotter and Rathgeber. The eight steps are: 1) create a sense of urgency, 2) form a guiding team, 3) develop a change vision, 4) communicate for buy-in, 5) empower action, 6) create short-term wins, 7) don't let up, and 8) create a new culture. It also discusses the importance of identifying strengths in team members to manage change, and using both logical thinking and emotional experiences to drive behavior change. Questions are solicited at the end regarding applying the eight step process and dealing with resistors to change.

    Copyright:

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    Download as PDF, TXT or read online from Scribd
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    Download as pdf or txt
    78 views22 pages

    Our Iceberg Is Melting

    Uploaded by

    asm123123
    This document outlines an eight step process for successful organizational change developed by Kotter and Rathgeber. The eight steps are: 1) create a sense of urgency, 2) form a guiding team, 3) develop a change vision, 4) communicate for buy-in, 5) empower action, 6) create short-term wins, 7) don't let up, and 8) create a new culture. It also discusses the importance of identifying strengths in team members to manage change, and using both logical thinking and emotional experiences to drive behavior change. Questions are solicited at the end regarding applying the eight step process and dealing with resistors to change.

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    of 22

    Changing and Succeeding Under Any Conditions S cceeding An Tammy Aagard University of Wyoming

    Session Overview
    Story time The Eight Step Process of Successful Change Building the Team Using Strengths to Build and Manage the T h Team The Role of Thinking and Feeling in the Change Process Implications for Your Organization Safeguarding your Penguins Questions

    The Fable of the Penguins th P i

    Eight Step Process of Successful Change


    Set the Stage
    1. 2. 3. 4. 5. 6. 7. 8. Create a Sense of Urgency Pull together the Guiding Team Develop the Change Vision and Strategy Communicate for Understanding and Buy-in Empower Others to Act Produce Short-Term Wins Dont Let Up Create a New Culture

    Decide What to Do Make it Happen

    Make it Stick

    Create a Sense of Urgency


    Help others see the need for change and the importance of acting immediately

    Gather and Present Your Facts

    Pull Together a Guiding Team


    Make sure there is a powerful group guiding the change one with leadership skills, credibility, c ommunications ability, authority, a nalytical skills and a sense of urgency

    Identifying the Penguin Team


    What strengths does each member bring to the team?
    The Head Penguin
    Respect from the colony Decision-maker Delegator Enough experience to be wise Patience Not easily flustered Smart (but not intellectual heavyweight)

    More Penguins
    Alice
    Practical Aggressive Makes things happen Doesn t Doesnt care about status and treats everyone the same Impossible to intimidate so dont even try Smart (but not intellectual heavyweight)

    Fred
    Younger Amazingly curious and creative Level-headed

    Still More Penguins


    The Professor
    Logical Well read Fascinated by interesting questions Not the most social of birds

    Buddy
    Not the slightest bit ambitious Well trusted and liked Relates well with the average bird

    Managing to Strengths
    Executing Alice Ali Professor Influencing Fred F d (No-No) Relationship Building Buddy B dd Alice Strategic Thinking Professor P f Head Penguin

    Source: Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.

    Decide What to Do
    Develop the Change Vision and Strategy
    Clarify how the future will be different from the past and how you can make the future a reality

    Make it Happen
    Communicate for Understanding and Buy-in Make sure as many others as possible understand and accept the vision and the strategy

    Dont Rely on Facts Alone Speak to the heart and dispel rumors

    Make it Happen
    Empower Others to Act Remove as many barriers as possible so ibl that those who want to make the vision a reality can do so
    Enough with the talk, lets do something

    Make it Happen
    Produce ShortTerm Wins Create some visible, unam , biguous successes as soon as possible

    Recognize the quiet heroes along with the visible ones

    Make it Happen
    Dont Let Up Press harder and faster after the first successes Be relentless with initiating change after change until the vision is a reality

    Make it Stick
    Create a New Culture Hold on to the new ways of behaving, behaving and make sure they succeed, until they become strong enough to replace old traditions

    The Role of Thinking


    Thinking differently can help change behavior and lead to better results
    Collect data, analyze it Present information logically to change peoples thinking Changed thinking, in turn, can change behavior

    The Role of Feeling


    Feeling differently can help change behavior MORE and lead to even better results
    Create surprising, compelling, and if possible visual experiences The experiences change how people feel about the situation A change in feelings can lead to a significant change in behavior

    Implications for Your Organization


    Follow the 8 Steps
    What is the most challenging for you? 1. Create a Sense of Urgency 2. Pull together the Guiding Team 3. Develop the Change Vision and Strategy 4. 4 Communicate for Understanding and Buy-in Buy in 5. Empower Others to Act 6. Produce Short-Term Wins 7. Dont Let Up 8. Create a New Culture

    Dealing with No Nos in your Organization

    Dont forget to safeguard your penguins!

    Questions?

    Kotter, J. & Rathgeber, H. (2005) Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. NY: St. Martins Press. Rath, T., & Conchie, B. (2008) StrengthsBased Leadership. NY: Gallup Press.

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