Change

I have just read Our Iceberg is Melting by John Kotter. For those of us who are or or have been tasked with driving change this is well worth a read. To quote it is a simple fable. I particularly love the penguin characters. I must admit to having a smile of my face in matching up the characters with some of my work colleagues. This is based on the 8-step process of successful change. With the overarching key steps.

I spent a very rewarding few days with my leadership team in Malaysia this past week. 

As you are aware Change is all about people, and it starts with us. This is an exploration of some of the ideas and issues that I've encountered along the way. I've created this also to enable a dialogue to begin around this subject and hopefully produce a forum where we can all learn something.

I am indebted to Phil this week for his thought provocation about John Kotters 8 step change framework.  I have been involved in change for nearly 20 years and still consider myself a student (there is always so much more to learn). Phil's comment about Kotters model being too top down got me thinking about change in companies.  I can see why the model can be seen as being heirarchical, but Phil's comment got me to step back and consider the bigger picture in organisations; revisiting some of the drivers for change and then the approaches to it.

I just wrote these as part of a 'Start The Year' email newsletter for a client and thought you might like them, too. And, as a Hub member has just emailed me saying she wants some inspiration on 'Core Purpose' for a frontline training module she is writing on that subject, I've included a couple of snippets on bringing your organization's core purpose to life, too. See below. Happy New Year! Phil.

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THINGS TO DO IN 2008 TO BE A BETTER LEADER (AND PERSON)