Kotter And Konopastter's The Heart Of Change

need to be done as quickly as a few weeks and occasionally a few months but leaders need to act swiftly to match the pace of the world we live in today.

Step four: Communicate for Buy-In

In this step Kotter focuses on exceptional communication that is meaningful to employees going through changes in the organization. He explains that “good communication is not just data transfer. “You need to show people something that addresses their anxieties” (Kotter and Cohen, p85) Addressing employee anxieties is a primary reason why changes are frowned upon in an organization that has had long standing workers. They have anxieties about change and what will happen to them in the process. Those issues need to be addressed by leadership so that a

Kotter believes that there are four barriers that can contribute to poor performance by the people that have been given power. Those barriers are; the boss barrier, the system barrier, the mind barrier and the information barrier. The importance of removing these four barriers is substantial. If those barriers are not removed the power given to a leader will have no effect and there will be no changes introduced to the company. Our text book talks about empowerment but it focuses on the political and ethical component, and how to value power to manage effectively. It takes a more business oriented approach and focuses on “political strategies and tactics.” (Ivancevich/Konopaske/Matteson, p349) Copmaring Kotter and Ivacevich theories we can identify that one takes a more humane approach vs the other taking business minded approach. An

I believe that Kotter and Cohens’ book was more focused on individual and more personal level. It was aimed to people striving to create change in a stale organization. The stories that were provided in the book created a more personal level and a warm feeling. Comparing the text book to “The heart of change,” it felt more business oriented. I was learning the cold facts in the business world and what works or what doesn’t work. Starting from the organizational culture to individuals themselves. In my opinion “The Heart of Change” was aimed to educate on how to create change by introducing them to eight major steps. Those steps felt very informative and they are aimed at people on the personal level and not the well-oiled machine of the