Leading Change, With a New Preface by the Author

It’s unbelievable that this book was written years before. With AI, Analytics, omnipresent unlimited and super fast data, this is even more relevant now. Wonderful practical insights and approaches to adapt changes. Really nice read and kudos to the writer for being so much ahead of time.

Great book... indeed serve as a guide for me to come back later.. much needed for those working in today’s big organisations.. that have a long legacy

Good

Great book. Must read for people who are clinging to the past when they should be embracing the future Looking forward to more book from john kotter

ALRIGHT BUT STILL NEED TO BE UPDATED

Excellent construction of concepts

Good product

May work in ideal world.. change is quite difficult to implement in real world.. book doesn’t explain those problems

This book reads as a manual for change projects, while inspiring at the same time. I very much like the definition of leadership vs management. This helps me with a lot of observations on what goes well or wrong

Trata dos princípios do change management como ninguém! Inspiração para a verdadeira transformação dos negócios

le livre de john Kotter présente une méthode de gestion du changement qui a fait legion pendant de nombreuses années. Il montre aussi pourquoi les projets de gestion du changement échouent et comment ces problèmes peuvent être évités. Le titre introduit dja - la notion de leadership - lead - et une question qui suivra sera quel leadership pour le contexte actuel sachant que ce livre a été ecrit il y a plus de vingt ans Il est aussi important de repositionner le contenu dans un contexte de mondialisation. Je trouve ce livre trés utile.

What happens when an organization needs to change (if it hopes to be successful in the future) but hasn't put much thought into what the process of change itself looks like? More than likely: failure. John Kotter outlines here a critical difference between change efforts that have been successful, compared to change efforts that have failed. Drawing on decades' worth of experience consulting with firms and coaching leaders, and attentive to ever-increasing globalization of markets and competition, Kotter offers an eight-stage change process. The eight stages are: 1. Establishing a sense of urgency 2. Creating the guiding coalition 3. Developing a vision and strategy 4. Communicating the change vision 5. Empowering broad-based action 6. Generating short-term wins 7. Consolidating gains and producing more change 8. Anchoring new approaches in the culture Successful change, Kotter argues, "is 70 to 90 percent leadership and only 10 to 30 percent management. Yet for historical reasons, many organizations today don't have much leadership." Kotter articulates what effective leadership -- not management -- actually looks like. Kotter provides a helpful, clear, and concise chapter devoted to each of the eight stages. He articulates precisely what is needed at each critical moment in the transformation process. He provides numerous examples of what happens when any stage is ignored (basically, he suggests that to ignore any of the eight stages will likely lead to failure). Specific guidance and steps are offered at every point along the way. A useful summary of the whole process is provided on page 21. The final couple chapters provide a glimpse into the organizations and leaders of the future. "The rate of change in the business world is not going to slow down anytime soon. . . . The typical twentieth-century organization has not operated well in a rapidly changing environment. . . . If environmental continues to increase, as most people now predict, the standard organization of the twentieth century will likely become a dinosaur." The winning enterprise of the twenty-first century will have a persistent sense of urgency, teamwork at the top, people who can create and communicate vision, broad-based empowerment, delegated management for excellent short-term performance, no unnecessary interdependence, and an adaptive corporate culture. Leaders of the future are going to be people with high standards and a strong willingness to learn. Arguing that leadership traits can be learned, Kotter provides examples of people he has known over an extended period of time who once upon a time showed little promise, but who developed superlative leadership skills and have become highly effective, successful, influential leaders. Just as organizations need to continue to continue to change and grow, so too will organizations' future leaders. Overall, this is a highly readable, useful book. It is obviously useful for leaders in the corporate world. I would argue that it is also highly useful for leaders in ANY organization that is trying to thrive in the twenty-first century. I wish I had read it years ago!

This book has become something of a classic among management books. Kotter starts by listing eight reasons why major organisational change initiatives fail. He then goes on to give his eight point plan for leading change. The process he recommends is: Establish a Sense of Urgency Create a Guiding Coalition Develop a Vision and Strategy Communicate the Change Vision Empower Employees for broad-based Action Generate Short-Term Wins Consolidate Gains and Produce more Change Anchor the New Approahces in the Corporate Culture He clearly explains the why and how for each point and stresses the importance of following this procedure in sequence and of not omitting any steps. Both leadership and management is needed in the process and he shows their different roles. The book is easy to read and the arguments are cogent. There are many examples and stories - though no proper case studies. Overall it is a highly valuable guide to the tough challenge of leading large-scale change.