Homework Question

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Running head: KOTTER’S STEPS 5 THROUGH 8

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KOTTER’S STEPS 5 THROUGH 8

Name: Patricia Vela

Instructor: Dr. Paul Lockwood Brown ED. D, MBA

OUR ICEBERG IS MELTING

The “Our Iceberg is Melting” is a simple story that was authored by Kotter to provide techniques that can be adapted when dealing with change and uncertainty through eight steps. The process of change can be very difficult and there are so many obstacles that can stand in the way. The tale is about resistance to change, therefore, Kotter provides us with a framework that can be used in dealing with obstacles. Fred observes the treads in the icebergs and does not panic and wants to do something about, however, he is no position to dictate how other people should act. Fred empowered the other penguins to act, Fred helped others to see and feel the problem, (Kotter & Rathgeber, 2006).  He removed all the barriers to make the vision a reality for those who wanted to do so; Alice understood what they were up against.

Buddy suggested solution is a vision of nomadic life that could serve as a short-term win for the colony. Prior to the conclusion, Fred has suggested that the problem could be solved by freezing the bottle. His ideas put so many people in fear and more realistic solutions are called for. In the tale, there are several meetings which are arranged to address a possible solution for the icebergs. When Buddy decides to make a presentation of PowerPoint slides it shows that he kept pushing for change until the solution had become a reality for the rest of the penguins.

Nono was not pleased with the solution and kept finding faults which were ignored by most penguins. Amanda believed in the vision and worked for long hours to make it a reality, (Kotter & Rathgeber, 2006). Despite Nono resisting, the strategy was made to stick and a new culture was created to increase the popularity nomadic life through kindergartens where parents were also swayed to adapt the change. Today the colony accepted the reality and move around like nomads and became more skilled on how to handle anticipated dangers or risks.

Strengths

APL approach was dynamic and therefore, Nokia what they did right to sustain and push for leadership change was that they used business simulations to increase popularity and manage resistance. The transformation was persisted by the leadership for almost three years and by 2016 over 700 managers had gone through the programme and finally they accepted. The vision was made a reality being relentless to initiate change in the company and with time the new culture was stuck, (Kotter & Rathgeber, 2006). Leadership development played a very significant role in Nokia’s journey of success.

Weaknesses

References