8 The 80-20 Principle 20 % Doers vs. 80 % Non-doers (NoNo) Doers Responsible for the survival of lifeMust always face negative criticisms of non-doersNon-doers (NoNo)Complacent, comfortable & stubbornUsually the ones to point the finger of blame first – “Why me?”, “It’s not fair.” or “It won’t work.”Need to move more people into the Doers
9 Major Obstacles of Complacency The absence of a major crisisToo many visible resourcesLow standards of performanceOrganizational structure that focuses employees on narrow functional goalsInternal measurements that focus on the wrong performance indexes
10 More Major Obstacles of Complacency Human nature of denialToo much happy talk from upper managementLack of sufficient performance feedback from external sourcesKill the messenger culture
11 Instilling the Sense of Urgency How do YOU put the wheel in motion?How do YOU get the NOW attitude?
14 How to disrupt the Status Quo Create a CrisisEliminate examples of excessSet revenue, productivity & customer satisfaction so high that they can not be meet by present business practiceIncrease department’s responsibility for overall business performanceSend more data about customer satisfaction to employees
15 More on: How to disrupt the Status Quo Insist on confronting unsatisfied relationships immediatelyUse consultants in manager meetings to drive honest discussions & use of more relevant dataStop happy talk when not appropriateBombard people with information on future opportunities/rewards & organization’s current inability to pursue those opportunities
16 - Lawrence Miller“The achievement of excellence can only occur if the organization promotes a culture of creative dissatisfaction.”
17 Do YOU Have What it Takes to Create the “NOW” Attitude ?
18 Eight Step Process to Successful Change by John Kotter Set the Stage 1. Create a sense of Urgency 2. Pull together the guiding team Decide What to Do 3. Develop the change vision and strategy
19 Eight Step Process to Successful Change by John Kotter Make it Happen 4. Communicate for Understanding and Buy in 5. Empower others to act 6. Produce short-term wins 7. Don’t let up Make it Stick 8. Create a new culture
20 SummaryWhy is it important for YOU to have a sense of urgency in the face of change?What are the obstacles that can stop YOU in the process of change?Do YOU understand the ways to instill the sense of urgency?
21 ReferencesJohn P. Kotter and Holger Rathgeber (2005). Our Iceberg is Melting: Changing and Suceeding Under Any Conditions. New York: St. Martin’s Press.John P. Kotter (1996). Leading Change. Boston: Harvard Business School Press.John P. Kotter and Dan S. Cohen (2002). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Boston: Harvard Business School Press.Our Iceberg is Melting website: