While travelling and consulting to many organisations in a range of industries and countries, I have observed a variety of approaches to corporate change. Sadly, most end in failure or at least not the level of success first anticipated. What does set apart the more successful efforts, however, has been a focus on change, firmly grounded in proven theory and implemented with passionate, urgent action.

Whenever I am asked to assist in leading change, therefore, I immediately turn to Professor John Kotter who articulates brilliantly an 8 step model for leading corporate change and overcoming it's challenges:

1. Create a Sense of Urgency.
2. Pull Together the Guiding Coalition.
3. Develop the Change Vision and Strategy
4. Communicate for Understanding and Buy-in.
5. Empower Others to Act.
6. Produce Short-Term Wins.
7. Don’t Let Up.
8. Create a New Culture.

So many organisations leave out one or other of these steps, or try to perform them in a different order. I'm firmly of the view that culture change will follow, after behaviours have changed. Work through all 8 steps. Spend your time helping your employees serve your customers better and you will develop a more customer focussed organisation. I can help you translate and adapt Kotter's approach to your specific needs and opportunities

Kotter has developed (with Holger Rathgeber) a wonderful fable about a colony of penquins facing the doom of their home being destroyed. The story unfolds as a blueprint for leading change, featuring the penguin characters gradually moving through the 8 steps to create a new home and new way of living.

Several case studies document the success enjoyed by organisations who have adopted the fable for their change initiatives. Follow the links page to read more

Likewise I am convinced of the value of experience and metaphor in addressing large scale change - Use the Iceberg manifesto to construct your own scenarios and development programmes. Invite your employees to participate. Engage their hearts and minds. (Click here for a short summary of Kotter's Heart of Change) Give them the chance to do things differently. Don't explain it to death - they're smart. Let them know your goals, and let them have the experience of what you have designed. Then provide them the opportunity to try smarter, better ways of working - they will surprise you.