when the consistent, holistic approach is change engagement

The Iceberg is melting is an initiative of Kotter International  in support of informing leaders how to improve organisational change

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Nearly 40 years of research has shown Dr John Kotter that 70% of all major transformation efforts fail.  In his experiences, Dr. Kotter argues that organizations do not take a consistent, holistic approach to changing themselves, nor do they engage their work forces effectively.

Leading Change introduces an eight-stage process of change along with implementation examples and reasons why organizations fail to change.

The Heart of Change represents 34 stories and discussions about companies experiencing large-scale change. The chapters are organized in the eight stages of change as identified in Leading Change. 

John P. Kotter's 8-Step Process defined in Leading Change (1996) updated

1. Create a sense of urgency.
2. Craft and use a significant opportunity as a means for exciting people to sign up to change their organization.
3. Build a guiding coalition: Assemble a group with the power and energy to lead and support a collaborative change effort.
4. Form a strategic vision and initiatives: Shape a vision to help steer the change effort and develop strategic initiatives to achieve that vision.
5. Enlist a volunteer army: Raise a large force of people who are ready, willing and urgent to drive change.
6. Enable action by removing barriers: Remove obstacles to change, change systems or structures that pose threats to the achievement of the vision.
7. Generate short-term wins: Consistently produce, track, evaluate and celebrate volumes of small and large accomplishments – and correlate them to results.
8. Sustain Acceleration: Use increasing credibility to change systems, structures and policies that don’t align with the vision; hire, promote and develop employees who can implement the vision; reinvigorate the process with new projects, themes and volunteers.
9. Institute change: Articulate the connections between the new behaviours and organizational success, and develop the means to ensure leadership development and succession.