Steps 1-4 of John Kotter successful steps to change were addressed in week one. Steps 5-8; 5)
Enable Action, 6) Create Short-Term Wins, 7) Implementing and Sustaining the Change and 8)
Don’t Let Up will be examined how Fred and his team carried them in out in ªOur Iceberg is Meltingº
Step 5 is about enabling action and giving the colony the motivation, the tools, and the means to drive the change (Cohen 2005). Fred and the team thought living a nomadic life and finding a new home would be the best change, but one major obstacle the faced was getting the colony on board with gathering and collecting fish for the scouts. Young penguins began to ask how they
could help. Alice was quick and told the young penguins by encouraging their parents to hunt and gather fish for the scouts that they would be a great help to the Head Penguin. The young penguins were motivated by being heroes and their parents would be motivated by their children and contributing to the Head Penguins endeavors.
Step 6 Creating Short-Term Wins is about having tangible evidence that ensures all their effort is paying off. These should be reached in a timely manner, be meaningful, and clearly visible. (Cohen 2005). Fred’s team was able to celebrate a short-term win when more and more penguins
in the colony started to envision a nomadic lifestyle. When the scouts came back with their stories and what they had seen more of the colony accepted the possibility of change.
Step 7 Implementing and Sustaining the Change, once the change is implemented it’s important to remember that the job is not over. During this phase, it’s important to remain proactive and innovative on keeping the ªchangeº in motion and not fall back into old ways. In other words, ªDon’t Let Upº. The best example of this in ªOur Iceberg is Meltingº is each time the colony moves. Their first move proved to be a better choice than their melting iceberg but didn’t have the best fishing spots. In order to find a better home and more food they once again moved.
Step 8 Make it Stick. ªOnce you’ve had some key short-term wins, gained good momentum, and have actually shifted people’s behaviors to fit the change vision, these new behaviors need to be truly woven into the fabric of the organization (Cohen 2005) The best example is implementing scouting into their school system ensuring that generations to come will equipped with the knowledge and skills to Make It Stick.
John Kotter’s steps can best be applied to my current organization through the LIM (Leaders in Motion) program. It’s a developmental program that develops journeyman level employee to management bound within two years. The LIM program offers motivation to employees because with each selection the employee gains more knowledge and skills, advanced training,
networking opportunities, and of course a raise. The LIM program offers the short-term wins for both the employees and the company. Short-term wins for the LIM members include additional opportunities, networking, meetings with the Directors. The company reaps wins in the form of gaining skilled employees and drawing in new talent with the enticing program. The LIM program has implemented new procedures since the program began. Recently the BOD ( Board of Directors) decided that all requirements; training, Green Belt project, presentations, monthly meetings, and progress reports must be completed before graduation. In recent years if