Kotter And The Iceberg

Our Iceberg is Melting

Presented by:Lauren LekJenith Mishne

Matt BoyneChad Swaney

1Wednesday, November 7, 2007

Why the Fable?

Symbolic

Discuss with Others

Find Other Tools

Use the story as a communication tool

Act in Concert with Others

Takes the “me and you” out of organizational politics


Create a Sense of Urgency.

8-Step Change Process

Step1:

SET THE STAGE


Pull Together the Guiding Team.

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Step 2:

8-Step Change Process SET THE STAGE


Step 3: Develop the Change Vision and Strategy.

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8-Step Change Process Decide What to Do


Communicate for Understanding and Buy-In.

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Step 4:

8-Step Change Process Make it Happen


Empower Others to Act.

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Step 5:



Produce Short-term Wins

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Step 6:



Don’t Let Up.

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Step 7:



Create a New Culture.

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Step 8:

8-Step Change Process Make it Stick


Questions to Ponder

• What are the icebergs in your organization?

• What are some of the challenges of initiating change?

• How does storytelling (i.e. fable) allow you to have the conversations you need to launch change?


History

Organizational Psychology Lewin’s Force Field Theory - Freezing and Unfreezing (Robbins, 2003)

Schein’s (2004) work on “disequilibrium” as a tool for cultural adjustment

Kotter realized the data supported cultural change and not just surface change


References

• Kotter, J.P & Rathgeber, H (2005). Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. New York: St. Martin’s Press

• Kotter, J.P.(1995, March-April).Leading change: Why transformation efforts fail, Harvard Business Review, 59-67.

• Robbins, S.P. (2003). Organizational behavior (10th ed). Upper Saddle River, NJ: Pearson Education.

• Schein, E.H. (2004). Organizational culture and leadership (3rd ed). San Francisco: Jossey-Bass Publishers.


Kotter And The Iceberg

Business

Transcript of Kotter And The Iceberg