The Center For Leadership Studies
SEPTEMBER 14, 2020
If you don’t have full buy-in, your training won’t be a success (if it even gets off the ground, that is). If they aren’t on board with your training, they’re not likely to make that effort. If they aren’t on board with your training, they’re not likely to make that effort. Try selling a vision, not a specific training program.
General Leadership
FEBRUARY 24, 2014
“Never tell people how to do things. As John Kotter wrote in his article Accelerate! , “Communicate the vision and the strategy to create buy-in and attract a growing volunteer army.” If your people need training, make it happen. Tell them what to do and they will surprise you with their ingenuity.” Patton, Jr.
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Experience to Lead
SEPTEMBER 13, 2020
Updated 9/14/2020 When one section of a railroad track is out of alignment, the train derails. How to Determine Which Method is Best for Your Business appeared first on Experience to Lead. It’s the same with the organizational goals of a business. The dictionary defines alignment as, “a state of agreement or cooperation [.].
Let's Grow Leaders
MARCH 16, 2015
Employees are volunteering to help with the enthusiasm of Horshack in Welcome Back Kotter. . Rather than “train,” we built a vision, identified priorities and then a business case for a program with a significant spend but a massive ROI. I’ve also seen companies rush to get (or stay) big, and lose their edge.
Skip Prichard
JUNE 22, 2020
James Heskett and John Kotter found that organizations with strong corporate cultures realized over eleven years revenue growth of 682 percent, employment growth of 282 percent and stock price growth of 901 percent. Especially important is ongoing training for managers, for without their leadership, sustainment is nearly impossible.
The Practical Leader
OCTOBER 24, 2011
John Kotter and James Heskett’s classic book, Corporate Culture and Performance , is an organization development classic. Retention : Lower recruiting, hiring, training, and lost productivity costs because of greater employee loyalty. Although it provides a framework, it’s not a how-to book.
Strategy Driven
NOVEMBER 7, 2011
In providing research and developing training programs for various large corporations about managing change, we find that the biggest stumbling block for employees from top-down is lack of buy-in. To mitigate the lack of buy-in, Johns Kotter created an 8-step change process model the first step of which is to Increase the Urgency for Change.
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