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It’s been said that the term “change management” is a misnomer because if you are trying to “manage” change, you’re already too far behind! Because of that, when I first discovered John Kotter’s eight stage process for creating major change in a university textbook (and published in his [.].
In the early days of my 40 year business career, I was lucky to work under two gentlemen who instilled several critical success factors that guided me from Brand Manager to CEO. At the risk of this blog appearing as an advertorial for Harvard, I’ll gladly admit that Harvard Business Review was my favorite managementresource.
Every HR, OD professional, and management consultant should at the very least be aware of their existence, if not well-versed in their ideas and theories. In one of the defining management studies carried out in the 90s, Collins and his team complied a list of 1,435 companies in search of those special few that could truly be called “great.”
In 1983, McKinsey consultant Julien Phillips published a paper in the journal, HumanResourceManagement, that described an ‘adoption penalty’ for firms that didn’t adapt to changes in the marketplace quickly enough. His ideas became McKinsey’s first change management model … Continue reading →
The new work contract – where employees take responsibility for their own careers and corporations provide them with career-enhancing but impermanent opportunities – can be as difficult for organizations to manage as it is for individuals. We must manage our human assets with the same rigor we devote to our financial assets.
GUEST POST from Greg Satell The practice of change management is a relatively young discipline. It got its start in 1983, when a McKinsey consultant Julien Phillips published a paper in the journal, HumanResourceManagement.
James Heskett and John Kotter found that organizations with strong corporate cultures realized over eleven years revenue growth of 682 percent, employment growth of 282 percent and stock price growth of 901 percent. It is not an afterthought or a nice-to-have plan that they delegate to humanresources to develop. Walk the talk.
Share this: 7 Comments Filed under Leading Change , Uncategorized Tagged as change leadership , Change Management , change transition curve , Emotional stages of change , HumanResources ← Are You Really A Team Player? John Kotter is one of my particular favorites. But this just might be a beginning.
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