Time after time, managers in big companies try to encourage the organization to adopt a new error-free perspective. Their way of functioning is familiar to them, even if they successfully adapted to the new era in the past, they are not comfortable doing it all over again. The problem emerges because most of the people don’t know or understand the starting point. Some experts like the word – adaptability more, because firms are in “do or die” situation, flexible approach and openness to change is the only route to prosperity.Ī lot of the people are still aversive to change, the author sidesteps individuals and emphasizes groups or organizations which share the same attitude. Despite today’s economic turbulence and unpredictability, the business environment requires stability. Consolidation of business positions is gaining momentum as well. Companies are distracted by the influence of external factors – which is enormous.
In some business communities, the stability is all that matters. Cohen momentarily heads the “Global Energy Change” company in which he applies the fundamental “transformation techniques”. Since the 1970s he offered his expertise by writing numerous articles on “Change” and books covering the same topic including the award-winning bestseller “ Leading Change”.ĭan S. Kotter is a writer and a professor who spent a lot of his time teaching at the Harvard Business School. “ The Heart of Change” is interpreted as one of a kind – instruction manual a manual suited for businessmen, entrepreneurs, managers, lawyers and every other person willing to explore the power of change.
These tactics will prevent the business from going down by advocating dramatic changes.
To save your company from financial collapse, promote or stimulate new perspective consisting of new methods. Outline their importance in the company, don’t make them feel unworthy and stop with the bossy attitude.Īpproach their heart, not their mind and confront these interrelated opposites. Who Should Read “The Heart of Change”? And Why?Įducate your associates on how they will benefit from the transformation. The process focusing on “look, feel and change” has the crucial role. The logical inquiries are not the main cause that instigates people or organizational units to change. 5 min read ⌚ Real-Life Stories of How People Change Their Organizations
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