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📒Leading Change ✍ John P. Kotter
✏Leading Change Book Summary : Offers advice on how to lead an organization into change, including establishing a sense of urgency, developing a vision and strategy, and generating short-term wins.
📒Leading Change ✍ John P. Kotter
✏Leading Change Book Summary : Describes the key qualities managers must have to make their companies stronger in a changing market, and discusses the most common mistakes managers make in trying to change their companies
📒Leading Change With A New Preface By The Author ✍ John P. Kotter
✏Leading Change With a New Preface by the Author Book Summary : The international bestseller—now with a new preface by author John Kotter. Millions worldwide have read and embraced John Kotter’s ideas on change management and leadership. From the ill-fated dot-com bubble to unprecedented M&A activity to scandal, greed, and ultimately, recession—we’ve learned that widespread and difficult change is no longer the exception. It’s the rule. Now with a new preface, this refreshed edition of the global bestseller Leading Change is more relevant than ever. John Kotter’s now-legendary eight-step process for managing change with positive results has become the foundation for leaders and organizations across the globe. By outlining the process every organization must go through to achieve its goals, and by identifying where and how even top performers derail during the change process, Kotter provides a practical resource for leaders and managers charged with making change initiatives work. Leading Change is widely recognized as his seminal work and is an important precursor to his newer ideas on acceleration published in Harvard Business Review. Needed more today than at any time in the past, this bestselling business book serves as both visionary guide and practical toolkit on how to approach the difficult yet crucial work of leading change in any type of organization. Reading this highly personal book is like spending a day with the world’s foremost expert on business leadership. You’re sure to walk away inspired—and armed with the tools you need to inspire others. Published by Harvard Business Review Press.
📒Leading Change ✍ John Kotter
✏Leading Change Book Summary : The author examines the efforts of more than 100 companies to remake themselves into better competitors. He identifies the most common mistakes leaders and managers make in attempting to create change and offers an eight-step process to overcome the obstacles and carry out the firm's agenda: establishing a greater sense of urgency, creating the guiding coalition, developing a vision and strategy, communicating the change vision, empowering others to act, creating short-term wins, consolidating gains and producing even more change, and institutionalizing new approaches in the future.
📒Leading Change ✍ Paul Lawrence
✏Leading Change Book Summary : It is often claimed that 70% of organizational change efforts fail, despite the popularity of linear change models. However these linear approaches to change are often based on the premise that change is predictable and straightforward, when actually change is complex, with the 'human' element often changing the functioning of the organizational system as a whole. Leading Change provides the practical framework that allows leaders to actively engage with a complex adaptive system to bring about successful organizational change. Supported by academic research, and grounded with a range of examples and cases, the book offers a genuine, viable alternative to existing approaches.
📒Leading Change Step By Step ✍ Jody Spiro
✏Leading Change Step by Step Book Summary : A practical, step-by-step guide to leading change efforts for sustainable results Leading Change Step-by-Step offers a comprehensive and tactical guide for change leaders. Spiro's approach has been field-tested for more than a decade and proven effective in a wide variety of public sector organizations including K-12 schools, universities, international agencies and non-profits. The book is filled with proven tactics for implementing change successfully, with helpful tools to put change efforts into practice (including forms, rubrics, and helpful questions to ask). Also included are success stories that show how this approach has been used effectively in 22 states and internationally. The tools reveal how the leader analyzes situations, identifies the groups needed to get desired results, and works with them effectively to do so. Includes engaging self-analyses for leaders to inform their leadership when putting in place a change initiative Jody Spiro is an experienced leader of systems change for public, nonprofit, and private sector organizations Offers information on assessing a situation, engaging stakeholders, planning "early wins," minimizing resistance, building a supportive culture and much more This important resource shows how to translate a vision of a sustainable educational reform into a series of coordinated action steps.
📒Leading Change In Your School ✍ Douglas B. Reeves
✏Leading Change in Your School Book Summary : Guiding schools through significant change is one of the toughest challenges educational leaders face, but learning from the examples of those who have succeeded can make it less daunting. In Leading Change in Your School, distinguished author and researcher Douglas B. Reeves offers lessons learned through his work with educators in thousands of schools around the world and presents real-life examples of leaders who have met the challenge of change head-on--with impressive results for their schools and districts. Readers will also find practical resources for engaging their colleagues in change initiatives. Expanding on a number of his columns in the journal Educational Leadership, Reeves offers insights ad recommendations in four areas: * Creating conditions for change, including assessments to determine personal and organizational readiness for change; * Planning change, including cautionary notes about strategic planning; * Implementing change, including the importance of moving from rhetoric to day-to-day reality; and * Sustaining change, including the need to reorient priorities and values so that individual convenience gives way to a shared sense of the greater good. The change leaders--both teachers and administrators--whose stories Reeves tells come from varied districts, but they share a passion for creating schools that work for all students. They are, Reeves says, "people like you, sharing similar challenges but perhaps with different results."
📒Teachers Leading Change ✍ Judy Durrant
✏Teachers Leading Change Book Summary : Within a theoretical & policy context, the authors offer practical guidance on integrating inquiry with practice, show how to encourage collaboration & critical dialogue within & between schools, & focus strongly on pupil, teacher & organizational learning.
📒Leading Change In Multiple Contexts ✍ Gill Robinson Hickman
✏Leading Change in Multiple Contexts Book Summary : Using a consistent framework throughout for understanding and applying concepts and practices of leading change this text contains application and reflection exercises that allow readers to apply what they learn.
📒Mcgill Leading Change Robert E Sagger 2014 ✍ McGill University
✏McGill Leading Change Robert E Sagger 2014 Book Summary : Ideally. those who ¥e closest to the problems and opportunities in an organization are the ones who come up with the options to be considered by the change leadership team. To ensure face validity and inclusion of the best options, the options identified should be reviewed by a representative sample of those being asked to change. In our child support case study, noncustodial parents and county clerks across the country expressed frustration with the fact that non-support-paying parents were getting harder to track and more elusive than ever. As a result, the federal government took this input, explored the root causes of the problem, and identified a number of possible responses. A number of change projects were chosen as part of an integrated strategy to enforce the collection of child support payments. These projects included but were not limited to withholding income from the noncustodial parent's employer and interception of income tax refunds (state and federal), unemployment compensation benefits, and lottery winnings. The projects also included credit bureau reporting, driver's and professional license suspension, financial institution data match (locating of bank assets), crossmatching new-hire reporting, hunting and fishing license suspension, passport denial, liens, federal loan data matching, and computer automation of child support operations, including interfaces with numerous other state agency systems. Some of these options were potentially more feasible and would have more impact than others. By simply having options, people felt they had choices and could influence what changed. Since 199 5, annual child support collections in the state where the enforcement tracking system was implemented have increased from $177 million to more than $460 million. Increased collections means that more children are receiving the child support they deserve, and fewer families will have to resort to public assistance to survive. 2 248 It is our hope that instructing leaders how to address each stage of concern during organizational change has taken much of the mystique out of the process and shown you how you can lead at a higher level. Responding to others' concerns and paying attention to how you increase involvement and influence at each step in the change process is the best way we know to build future change receptivity, capability, and leadership. In Chapter l, "Is Your Organization High Performing?," we argued that if being a high performing organization is the destination, leadership is the engine. While that is true, it's important to have the right kind of leadership. This will be the focus of the last section of our book. COMPANION ONLINE RESOURCE ]·.:. v'° . ., W.W~ .ICCID .. fl9e vlrtual COldatellCe tllled. , T181ibl' AlcJJ"' Rlglt; \Jiii Iha password ,'. "Peopla''tor ,our FREE llCClllL . ·