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So, whenever a leader or an organization adopts any new strategy, technology platform, methodology or approach, that adoption has to be driven by both a need and with leadership clarity. John Kotter was right; an atmosphere of urgency will create an atmosphere of exceptional or extraordinary achievement.
Nadella, by contrast, set a strong direction from day one, clearly laying out a destination in his focus on “mobile-first, cloud-first” technologies. About the author: Randy Ottinger is an Executive Vice President at Kotter International , a firm that helps leaders accelerate strategy implementation in their organizations.
Here's another exclusive guest post from John Kotter. Here are some questions you can ask to determine whether complacency has set in among your employees: • Are team conversations inwardly focused, and not about new markets, emerging technologies or potential competitors? • Success is a lousy teacher.
Peter Senge, founder of the Society of Organizational Learning and senior lecturer at the MIT Sloan School of Management, once observed, “Most managers do not reflect carefully on their actions.” Most managers are too busy “running” to reflect. There is always one more e-mail and it will control you if you let it.
We are in the midst of a storm that has been increasing in intensity for decades, driven by advancing technology and global integration. The first answer is the nature of management and the nature of leadership. Management is not Leadership. Kotter: Accelerate: Building Strategic Agility for a Faster-Moving World.
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.
In today’s technologically-connected world, it’s becoming easier than ever to communicate across distance and disciplines to learn from others. We’ll describe how we use flexible business and management strategies to develop high-performing teams and achieve rapid results in higher education. The Learning Stage.
What they do not do well is identify the most important hazards and opportunities early enough, formulate creative strategic initiatives nimbly enough, and implement them fast enough.” – John Kotter, Harvard Business School Business disruption, societal upheaval and rapid technological shifts bring constant pressure for organisations to innovate.
The Big Data trend is as much about new solutions for managing and storing growing information volumes as it is about the data itself. 2: What skills, technologies, and existing data development practices do we have in place that could help kick-start a Big Data effort? 5: Can we manage the changes brought by Big Data?
To address these questions, Coty partnered with Kotter International to implement a broad global change management program. Kotter’s book Accelerate.). This included a call for action — “Act Today, Shape Tomorrow” — that was backed by Coty’s senior management. Insight Center.
While the popular press talks of stress as a negative to be avoided, seasoned managers know better. If you’ve been around the management block a time or two, you’ve probably also seen the other side of stress. This magic zone is what John Kotter referred to as the “Productive Range of Distress.”
It’s been almost 10 years since HBR published John Kotter’s classic article,” Why Transformation Efforts Fail.” ” Many managers don’t realize that the two are not the same. ” Many managers don’t realize that the two are not the same. The change management work focused on execution.
In providing research and developing training programs for various large corporations about managing change, we find that the biggest stumbling block for employees from top-down is lack of buy-in. Top executives have the vision, but often fail to get buy-in from managers who have to carry out the change initiative.
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