TRANSFORMATION & The 8 Steps to Transforming Your Organization

by John Kotter, Harvard Business Review, 1/10/07.

8 Steps to Transforming Your Organization

1. Establishing a Sense of Urgency. Examining market and competitive realitiesIdentifying and discussing crises, potential crises, or major opportunities.

2. Forming a Powerful Guiding Coalition. Assembling a group with enough power to lead the change effortEncouraging the group to work together as a team.

3. Creating a Vision. Creating a vision to help direct the change effortDeveloping strategies for achieving that vision.

4. Communicating the Vision. Using every vehicle possible to communicate the new vision and strategies. Teaching new behaviors by the example of the guiding coalition.

5. Empowering Others to Act on the Vision. Getting rid of obstacles to change. Changing systems or structures that seriously undermine the vision. Encouraging risk taking and nontraditional ideas, activities, and actions.

6. Planning for and Creating Short-Term Wins. Planning for visible performance improvements. Creating those improvements. Recognizing and rewarding employees involved in the improvements.

7. Using increased credibility to change systems, structures, and policies that don’t fit the vision. Hiring, promoting, and developing employees who can implement the vision. Reinvigorating the process with new projects, themes, and change agents.

8. Institutionalizing New Approaches. Articulating the connections between the new behaviors and corporate success. Developing the means to ensure leadership development and succession.

Read more at … https://hbr.org/2007/01/leading-change-why-transformation-efforts-fail/ar/1

LEADERS and MANAGERS & What Is The Difference (Part 2) by John Kotter

Commentary by Dr. Whitesel: “One of the first exercises in my leadership course is to have students study the difference between leadership and management. As this article by John Kotter points out, both are required in a successful leader. Yet students seem to prefer studying leadership and overlook the critical ability to put leadership ideas into action by developing management skills too. Here in another seminal article on the importance of leadership and management, John Kotter not only talks about the difference but also how good leaders must develop both.”

Read more at … https://hbr.org/2001/12/what-leaders-really-do/ar/1

CHANGE & A List of the Top Theories on Effective Church Change

By Bob Whitesel, 10/13/14

People often cite quotes on “change” by well-known Christian leaders.  But many of these statements by Christian leaders are inaccurate and sometimes just plain wrong.  Usually this is because these leaders are not experts on change theory and/or they have experience within a very narrow band of change scenarios.

While I have the highest regard for the popular Christian writers that may make pity quotes about change, I hope more people will become acquainted with researchers who spend their lives studying change management.

Here are some starting places to read what reliable experts on change are saying:

Big Three Model of Change: Kanter, Rosabeth Moss, Barry A. Stein, and Todd D. Jick. 1992. The Challenge of Organizational Change. New York: Free Press.

Group Exit Behavior and Change: Dyck, Bruno, and Frederick A. Starke. 1999. “The formation of breakaway organizations: Observations and a process model.” Administrative Science Quarterly 44:792-822

Symbolic-Interpretative Approaches to Change: Gagliardi, Pasquale. 1986. The Creation and Change of Organizational Cultures: A Conceptual Framework. Organization Studies (7):117-134.

Cultural Dynamics Model: Mary Jo Hatch, 1997. Organizational Theory: Modern, Symbolic and Postmodern Perspectives. Oxford: Oxford University Press.

Economic Theories of Change: Finke, Roger, and Laurence R. Iannaccone. 1993. “Supply-side Explanations for Religious Change” in The Annals of the American Association of Political and Social Science, 527 (May) :27-39; and Finke, Roger. 1992. The Churching of America, 1776-1990: Winners and Losers in Our Religious Economy. New Brunswick, New Jersey: Rutgers University Press

For those dealing with non-profit organizations: Salipante, Paul F., and Karen Golden-Biddle. 1995. “Managing Traditionality and Strategic Change” in Nonprofit Organizations. Nonprofit Management & Leadership 6:3-20

16+ theories can be found in Poole, Marshall Scott. 2004. “Central Issues in the Study of Change and Innovation,” in Handbook of Organizational Change and Innovation, edited by M. S. Poole and A. H. Van de Ven. Oxford: Oxford University Press.

Here to help you delve into what scholars are learning about change.
Dr. Whitesel

CHANGE & Kotter’s 8 Steps to Transforming Your Organization

FIGURE Kotter's 8 Stages of ChangeCommentary by Dr. Whitesel: This is Kotter’s seminal 1995 article and #InfoGraphic on change and the best overview of this Harvard professor’s change methods. There are some weaknesses that have subsequently been discovered, such as the importance of also using a story or narrative to make the change occur (see Scott Wicher’s work). And Kotter does not take into account the power of organizational culture (see Mary Jo Hatch for more on this). But this is still the best introduction to John Kotter’s popular change methods. See especially the attached multi-step infographic.”

Read more at …http://hbr.org/2007/01/leading-change-why-transformation-efforts-fail/ar/1

Speaking hashtags: #CaribbeanGraduateSchoolofTheology  #6:15-2016