Posted by: Adrian Colston | June 6, 2010

The Heart of Change John Kotter

Kotter develops his case in his 2002 book The Heart of Change written with Dan S Cohen. They use real life stories based around the 8 Stage Process described above to highlight successes and failures. This book also introduces the importance of personal behaviours within organisations.

They state ‘People change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feelings’.

 SEE —> FEEL —> CHANGE

not

ANALYSIS –à THINK –à CHANGE

 

Achieving a change of behaviour within each of the 8 Steps
Almost always the core method isSEE – FEEL – CHANGE Rarely the core method isANALYSIS – THINK – CHANGE
HELP PEOPLE SEE GIVE PEOPLE ANALYSIS
Compelling, eye-catching, dramatic situations are created to help others visualise problems, solutions or progress in solving complacency, strategy, empowerment, or other key problems within the 8 Steps Information is gathered and analysed, reports are written and presentations are made about problems, solutions, or progress in solving urgency, teamwork, communication, momentum slippage or other key problems within the 8 Steps
SEEING SOMETHING NEW HITS THE EMOTIONS DATA AND ANALYSIS INFLUENCE HOW WE WORK
The visualisations provide useful ideas that hit people at a deeper level than surface thinking. They evoke a visceral response that reduces emotions that block change and enhances those that support it. The information and analysis change people’s thinking. Ideas inconsistent with the needed change are dropped or modified
EMOTIONALLY CHARGED IDEAS CHANGE BEHAVIOUR OR REINFORCE CHANGED BEHAVIOUR NEW THOUGHTS CHANGE BEHAVIOUR OR REINFROCE CHANGED BEHAVIOUR

 More information on the Heart of Change can be found on their website http://www.theheartofchange.com/.

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