Organizational Change Can Be Successful
For anyone who’s been in the working world for some time knows, organizational change is never easy. For those who haven’t, you will soon find out that despite the brightest minds leading your future organizations, most of the changes you will be involved with will fail. In fact, according to a 2013 study by a leading global professional services company, Towers Watson, 75% of change efforts in your organization will fail to have lasting impact. Despite these dismal findings, armed with knowledge and a little bit of courage you and your organization can swing the odds of success in your favor.
In this eight part series, I’ll provide guidance on a proven process created by John Kotter, an internationally recognized authority on leadership and change. A Harvard Business School faculty member for over 30 years, Kotter has authored 18 different books on the topic of change. In 1996, Kotter released the book entitled Leading Change that introduced his eight step change process. This seminal work, that has become the foundation for successful change at many organizations around the globe, will be the basis for the information that is to follow in this blog series. Along the way we’ll encounter examples of how others have successfully utilized this process in their own change efforts, hopefully providing you with the courage to become an instrument of change in your own organization. With that in mind, let’s get started with step 1 – increasing urgency.