Sublime

Identify the barrier point to this change

Eight-Stage Model of Organizational Change: Kotter

Under the “mission is the boss” philosophy, Jensen would start every new project by designating a leader, or a “Pilot in Command” (PIC), who would report directly to Jensen. He found that this created far more accountability—and a far greater incentive to do a job well—than did the standard divisional structure.

action: What is the compelling vision that would create an urgency for change? How do we inspire others to achieve remarkable things? What evidence can we not afford to ignore to warrant a change? How can we shake others out of their comfort zone? What structure, systems, and processes must be in place to drive the change?

communication strategy

The first track you have is to focus on changing a subculture in your organization. Several culture authors actually speak of subcultures or team

“resistance management” focus can take a business leader down a trail of reactive management

1 DECIDE WHAT REALLY MATTERS

The best way to solve a management problem, he believed, was through “creative confrontation”—by facing people “bluntly, directly, and unapologetically.”*