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In 1996, John Kotter rocked the business world with his international bestseller, Leading Change. In fact, without the right culture, the 8 steps can cause more damage than if you had never followed it. Any military commander can tell you there’s a well-crafted battle plan, and then there’s what actually happens on the battlefield.
Basic behavioral psychology shows us that unless a change is universally positive, it will produce an emotional response. And where does an 8-point strategic plan include the space to process the emotions of grief?
Kotter’s plan makes us feel comfortable because we think that we simply have to follow 8 steps in sequential order and then we’ll have our new initiative in place.
One of the most insidious beliefs in corporate management is that we can make people do things. People can drag their feet in all kinds of ways, from being unproductive to outright sabotage.
And if you don’t have strong people you believe in, then you have a much bigger problem than any new initiative. I could go on for days about the Facebook app, but since their latest update the app has been less annoying and that means less time spent on waiting for it to load, so I seriously can’t complain right now. I enjoy G+ although it has caused many discussions about its social capabilities and whether it is a ghost town or not, truth is, it is a great social site and with Google’s SEO the two will be the future. My one issue may seem small but it discourages me to want to share and sharing is a big deal to me so due to the discouragement the G+ app is unfavorable right now. The one thing I would change about Google+ is when I do share; I wish that the app would take me back to the same spot as where I initially shared the content.
So I ask those at Google to please make me want to +1 your app by taking me to the spot where I left off instead of the top.
Creator and head editor of Socialeyezer She enjoys finding the latest in social media, tech and geek culture.
January 5, 2015 by Tony Retrosi 4 Comments It is the time of year when many of us make our “New Years Resolutions”. Is change possible?  A lot of people will tell you it isn’t- especially the ones who have had a lot of practice with failure. Those who achieve success are not those who never fail; they are those who learn from failure and move on.



Pete Carroll was laughed out of Foxboro and the NFL before he became the most dominant coach in college football. Terrin Humphry made the USA National Team for the first time 1 year before making an Olympic Team. These are not people who said well, I tried, I failed, I think I will sit on the couch and feel sorry for myself. And with that is the realization – We are not stuck in the dead on winter – we are just 7 short weeks from the start of spring training!
New research from the University of Sheffield in England tells us that if you can stick with a new initiative, whether it is for grades or workout, for 5 short weeks it will become habit.
Change isn’t just possible; it can be achieved by the time the pitchers and catchers arrive in Florida. Anyone who has tried to implement a change within an organisation will probably have experienced the challenges that can arise. The team at About Potential are very experienced in helping organisations to deal with change and can help to navigate through this turbulent time.
So what happens if soldiers are handed the plan without the skills or resources to deal with the inevitable situation when the train goes off the rails?  They’re dead in the water. It will provoke denial, anger, resistance, and avoidance before it finally turns to acceptance.
It makes no sense, unless one is so focused on the future that they want to forget the past.  That may seem like a good intention, but letting pain remain unprocessed is the equivalent of telling someone in a hospital bed to just get up. Your people will have lost faith in you, and the board will want to replace you with someone who can “drive it through.” But there was nothing wrong with your leadership. But if you have strong people who care about your company, what might happen if you set them free? With that said, I enjoy the most recent update to G+ that happened a few months back; its flipboard like feature, the easy abilities to share and +1 and of course the colors it has added to posts. Erin has a keen understanding of the power of Social Media for business and fervently stays up-to-date. The biggest deterrent to sticking to an exercise plan, losing weight, or improving grades is the idea that we have failed in the past, and, hence were doomed to fail again. We’d like to clean out the cobwebs, suction off the fat, improve our grades and hit a new tumbling passes. We tend to think this means forgiving others- but the sins we most need to forgive are OUR OWN.


If we didn’t accept change we would still be competing on horse hair mats instead of a spring floor.
He has lectured throughout North America, Europe, The Caribbean and Australia and has been a clinician at training camps worldwide. Powerful emotions, resistance and misunderstandings come into play and confound attempts to introduce lasting change. All our change management solutions are tailored and are designed to deal with the particular dynamics and circumstances in your organisation.
That’s what happens and that’s why most transformational efforts either fail or simply have luke warm results.
So if G+ wants to settle the ghost town feud perhaps making the app more fun and less time wasting by saving the spot I was last and encourage me to socially share. Although both companies and individuals  may grasp the value of making mistakes at the level of corporate practices, they have a harder time accepting the idea at the personal level. Often managers and employees alike are taken by surprise by these reactions and are not equipped to deal with the challenges that surface.
The 8 steps are an attempt to process people like they are part of a linear supply chain management procedure. I just want to reexamine some of those ideas.  In that blog I asked all coaches to try to become a failure-tolerant leader. A well designed change management programme can help to support the successful introduction of your changes. Above all else, failure-tolerant leaders  push people to see beyond traditional definitions of success and failure.
They know that as long as a person views failure as the opposite of success, rather than its complement, they will never be able to take the risks necessary for success. Coaches and teachers who, through their words and actions, help gymnasts overcome their anxieties about making mistakes and, in the process, create a culture of intelligent risk-taking that leads to sustained innovation and motivation.



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