Student

LEADING CHANGE

20/03/07

Apply Kotler’ s model for Friday’s work.

Good point in Kanter’s collectiveness, celebrating small victories

Presentation on Friday

Middle managers often can be seen as blockers, because they r not given extra time to deliver the change

Kotter’s model of 8 phases:

1. A sense of urgency

We have to approach the end customer and expand on a national and international level

2. Form a powerful coalition

Avy -Steve-Amir

3. Create a vision

To be an innovative player in male clothing, not only in the Northwest but also....

4. Communicate the vision

Employee involvement, New behaviours-approach the clients

5. Empowerment

Systems of discussion, meetings, exchange of ideas, performance

Encourage results-oriented culture and initiative

Bonuses

6. Short-term wins

Performance bonus for each period and for following KPI’s, communication and CRM tools

7. Hire the two key players

New salesmen

Agents who follow the visions

Business development in steps, first in the Southern England, then international targets

8. Articulate connections

Second managerial level strengthened but also every employee for the meetings and goals template in shifts

One of the positive things about crisis(short-term)is that it draws attention to importance

Bottom up change takes a significant amount of time, you cannot contol these solutions as they come from outside the organisation

Structure on Monday

Caleidoscope

Stakeholders

Presentation

Take them through the story of change, sby should get you through and you can be able to guide them through the story of change

Very first slides from yesterday’s presentation is the template

.........

Caleidoscope

Reactions to that

Transition