Case Study.docx - Running head OL-663 DISCUSSION 3-1 1 OL-663 Discussion 3-1 Name Institution OL-663 DISCUSSION 3-1 2 OL-663 Discussion 3-1 The first

Case Study.docx - Running head OL-663 DISCUSSION 3-1 1...

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Running head: OL-663 DISCUSSION 3-1 1 OL-663 Discussion 3-1 Name Institution
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OL-663 DISCUSSION 3-1 2 OL-663 Discussion 3-1 The first two steps in Kotter’s eight-step process are concerned with building a climate for change. The leaders should be able to increase their employees’ urgency by using guiding teams. The success of this is measured by how enthusiastic the employees feel about change. For change to happen, Kotter suggests that the whole company should be on board. This may be achieved by creating a sense of urgency to motivate people. The first step is also concerned with reducing any forms of complacency or fear that may arise as a result of the changes ( Cohen, 2005 ). When employees buy into the emotional and rational need for change, they become proactive and even become excited about contributing towards finding the solutions. The employees would then begin to look outwards towards their customers and competition for hints of opportunities or threats.
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  • Fall '19
  • Management, Cohen, Debut albums, Kotter

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