leading change and ressistance to change
leading change and ressistance to change
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Get Help Now!Kotter notes that many companies often overlook this process when they are in their rush in making plans or take action for the organization to takes place. He stated that close to 50% of the companies that fail to make needed change make their mistakes at the start. Leaders frequently undermine the importance of driving people out from their comfort zone or being complacent with their current success or even being careless in developing an appropriate urgency.
According to Kotter (2012), if this step is successfully executed, leaders will obtain an accurate status benchmark that would determine whether the state of the organization is:
Complacency- occurs whether the organization is at the ‘top of their market’ or ‘facing bankruptcy’, usually when everyone thinks “Everything is fine.”
False urgency- People are busy with their work but all their efforts produce nothing, in fact may cause ‘burnout’ instead.
True urgency- People are aware of the potential hazards and make use of all the opportunities to be productive and make progress.
Guaranteed to fail- It started by the poorly thought out in the initial step. Leaders failed to appeals the people’s heart, only their head.
Guaranteed to succeed- Leaders successfully “aim for the heart” of people and able to connect the deepest values and inspire them to greatness. This leads to the success of the organizational change.
2. Creating the Guiding Coalition
This step involves the ability of leaders to assemble a group with enough power to lead the change effort and encourage them to work as a team. Placing people together in the right coalition to lead a change initiative is crucial to its success. It is necessary that the coalition to have the correct structure, substantial level of trust, and a shared objective.
Complex organizations are forced to make decisions more quickly even though concrete information is not available due to the rapid changing world. It is evident that it is up to leaders and teams to orchestrate the relevant decision that will help the organization to stay sustainable.
The development of the level of trust will ‘stick’ the team together that helps them to be well functioned. Due to the rapid change, team building has to happen quickly. Developing the right team and combining them with the right level of trust with a shared goal in which the team believes can result in a compelling guiding coalition that will take the organization to the right organizational change.
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