Kotter

[sajib_mostofa]

Can anyone give me an example of what it means to
a) Create short term wins?
b) Build on the change?

[burbs]

Yeah those aren't the best terms.

a) Reward and Recognise - encourage risk taking
b) Consolidate improvements - remove policies that dont fit new changed org.

[flametree]

they aren't?
they're the terms i've learnt in class and pretty sure they're in our textbook... :S

[burbs]

Short term wins is allowed as Kotter uses that in his book but b) is bit off.

[vwinnie8]

Creating short term wins
If employees cannot see success they may resist the change. Create short-term goals that are achievable. This will be good for morale and employees will feel a sense of achievement. Without this, critics may hurt the process

Building on the change
As the change process proceeds, consolidate on the success. Do not declare victory too early. Modify existing processes that do not match the change and strive for continuous improvement. Continue to build on the success achieved.

I have an entire explanations for each step of Kotter's. Reply if you want them

[flametree]

oh ok well ours are

Create a sense of urgency
Create a vision for change
Communicate this vision
Remove obstacles
Create short term wins
Build on change
Anchor change in corporate culture

they can't be wrong if they're explained properly can they?

[sajib_mostofa]

Creating short term wins
If employees cannot see success they may resist the change. Create short-term goals that are achievable. This will be good for morale and employees will feel a sense of achievement. Without this, critics may hurt the process

Building on the change
As the change process proceeds, consolidate on the success. Do not declare victory too early. Modify existing processes that do not match the change and strive for continuous improvement. Continue to build on the success achieved.

I have an entire explanations for each step of Kotter's. Reply if you want them

Do you think you could give me an example in relation to a company cos I don't really know how to apply those two steps to an LSO

[vwinnie8]

oh ok well ours are

Create a sense of urgency
Create a vision for change
Communicate this vision
Remove obstacles
Create short term wins
Build on change
Anchor change in corporate culture

they can't be wrong if they're explained properly can they?

yeah flametree mine are the same as well! Except for step 2) I have 'form a powerful coalition, a guiding group'

I have the green key concepts book.. burberry probs has a different textbook.

[flametree]

haha yeah i have that too, it's late and i forgot it

[flametree]

and i dunno ours are from the Barille textbook i think

[sajib_mostofa]

Mine are:

Establish a sense of urgency - set relevant achievable objectives, identify threats and opportunities
Form a powerful guiding team - change agent
Create a vision - clarify effect of the change
Communicate the vision - inform all stakeholders
Empower others - provide feedback/support and remove obstacles
Creat short term wins - plan small steps, take pride in progress
Build on the change - consolidate all changes
Anchore the change - institutionalise new behaviour/reinforce

[vwinnie8]

@ sajib_mostofa

I tend to memorise the steps of Kotters and then just slot in references to an LSO.. My teacher says its alright. Well, this is normally how I do mine w/ reference to NAB Bank (they are encouraging their employees to do volunteer work)

Creating short term wins
If employees at NAB Bank cannot see the success of their volunteering work they may resist the change (of spending working days to help out at local communities) and avoid doing any further charity work. Managers at NAB should create short-term goals that are achievable, such as spending at least 5 hours doing community work per month, then praise and reward employees as they meet the goals. This will be good for morale and employees at NAB will feel a sense of achievement for their efforts. Without this, critics and skeptics who doubt the benefits of volunteering to help out @ community events may hurt the process

Building on the change
As the change process of encouraging NAB employees to volunteer proceeds, managers should consolidate on the success. They should not declare victory too early by thinking they can now stop working on their 'NAB Staff Volunteer Program'. Managers should identify and modify existing processes that do not match the change, such as a lack of promotion for corporate social responsibility, and strive for continuous improvement (further encouraging employees to volunteer and finding new ways to communicate the benefits of volunteering, such as posters). Management at NAB should continue to build on the success achieved.


sorry if it's not exactly what u need..

[sajib_mostofa]

@ sajib_mostofa

I tend to memorise the steps of Kotters and then just slot in references to an LSO.. My teacher says its alright. Well, this is normally how I do mine w/ reference to NAB Bank (they are encouraging their employees to do volunteer work)

Creating short term wins
If employees at NAB Bank cannot see the success of their volunteering work they may resist the change (of spending working days to help out at local communities) and avoid doing any further charity work. Managers at NAB should create short-term goals that are achievable, such as spending at least 5 hours doing community work per month, then praise and reward employees as they meet the goals. This will be good for morale and employees at NAB will feel a sense of achievement for their efforts. Without this, critics and skeptics who doubt the benefits of volunteering to help out @ community events may hurt the process

Building on the change
As the change process of encouraging NAB employees to volunteer proceeds, managers should consolidate on the success. They should not declare victory too early by thinking they can now stop working on their 'NAB Staff Volunteer Program'. Managers should identify and modify existing processes that do not match the change, such as a lack of promotion for corporate social responsibility, and strive for continuous improvement (further encouraging employees to volunteer and finding new ways to communicate the benefits of volunteering, such as posters). Management at NAB should continue to build on the success achieved.


sorry if it's not exactly what u need..

Cheers for that man, thats really helped

[vwinnie8]

@ sajib_mostofa

no probs good luck on friday!!

[sajib_mostofa]

@ sajib_mostofa

no probs good luck on friday!!

You too mate. Just one final Q, when you say that NAB managers should create the goal of "at least 5 hours doing community work per month", is that something that YOU have suggested or is it something that NAB are actually doing?