Review: Heart of Change

Heart of Change Review

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Heart of Change Review

Introduction

For an organization to make successful transformation it is not only required to make transformation of the organization structure and the internal operations but it should also change the behavior of peoples but this is not easy task. ‘’ The Heart of Change’’ is the organization guide to help people think and perceive thing in different manner and hence meeting the organization shared goal. John kotter concentrate on linking the emotion of persons and the success of the organization. In his book he analyses how people get motivate and  are activated to win the obstacles of change and at long-term generate spectacular result. The heart of change ague that though many organization  initiate change they  end up failing  because people involved in leadership do not exclusively on data collection and analysis to get ideas from their team, but instead want what appeal and inspire their emotion. Therefore the purpose of this paper is analyzing the concept of behavior change, challenges involved in change, how to overcome this barrier and the result of behavior change.

Concept of Change

In his book kotter was interested in answering the question on how organizations change. Kotter (2002) say that we are living in a changing world and therefore it is important to merge change and organization, which most of us are afraid off and hence remain in one position without growing. In his analysis he identifies the problems that hinder the organization from adopting change and the solution to this problem. To implement change eight steps are required that means: increase urgency, the need to   build team, the need to have the right vision, buy-in from other team through communication, empowering action, having short-term wins, never let up and finally sticking to the change

In step one “Increase Urgency’’ Kotter say that this will make persons to take initiative in bringing change in an organization. This triggers the mind of people and makes them realize that something needs to be done.

In his analysis he also discovered that there was a need for organization to build a guiding team as this will help bringing like-minded people together and hence an effective change is enabled. He argues that all employees are not same and hence it is important to establish a team for efficient and effective change agent by the top management. In his book he gave an example of “Meeting Down under’’ where Australian company selected fifty five persons to come together and then lead change within the corporation.

The third stage was getting the right vision.  He argued that this would help in the guiding team to make the complex issues simpler.  This step deal with other element such as: plan, strategies and the budget.  The other issue that is of great important to implementing change is to communicate for buying in, this help in stimulating of understanding and use of other people to bring the change within the organization. It involves authentic dialogues which can be used to solve difference and other issues within the organization. When communication is absence in the organization then the leaders will always experience resistance from the employee and hence communication help in removing the barrier of change since every person feel that he or she is part of any change implemented in the organization. (Kotter, 2002)also state “Empower Action’’ as the fifth step of implementing change within the organization and say that this  is the idea of eradicating hurdles and the key obstacles that hinder employees from doing their work properly.