John P. Kotter citáty a výroky
John P. Kotter: Citáty anglicky
Zdroj: The Heart of Change, (2002), p. x: Preface
Kontext: Leading Change describes the eight steps people follow to produce new ways of operating. In The Heart of Change, we dig into the core problem people face in all of these steps, and how to successfully deal with that problem. Our main finding, put simply, is that the central issue is never strategy, structure, culture, or systems. All those elements, and others, are important. But the core of the matter is always about changing the behavior of people, and behavior change happens in highly successful situations mostly by speaking to people's feelings.
John P. Kotter, "Leading change: Why transformation efforts fail." in: Harvard Business Review. March-April 1995. p. 59.
Zdroj: Leading Change, 1996, p. 61; cited in: Joop Remme et al. Leadership, Change and Responsibility. 2013, p. 135
“In a change effort, culture comes last, not first.”
Step 8, p. 175
The Heart of Change, (2002)
John P. Kotter, "Leading change: Why transformation efforts fail." in: Harvard Business Review. March-April 1995. p. 59
Step 8, p. 176
The Heart of Change, (2002)
“Never underestimate the power of a good story.”
Step 3, p. 80
The Heart of Change, (2002)
Step 3, p. 69
The Heart of Change, (2002)
Step 4, p. 84
The Heart of Change, (2002)
Conclusion to the 2002 edition, p. 179
The Heart of Change, (2002)
“Never underestimate the power of the mind to disempower.”
Step 5, p. 112
The Heart of Change, (2002)
Zdroj: The Heart of Change, (2002), p. 130 (in 21013 edition)
“Motivation is not a thinking word; it’s a feeling word.”
Introduction to the 2002 edition, p. 13
The Heart of Change, (2002)
Zdroj: Leading Change, 1996, p. 5 (in 2013 edition)
Introduction to the 2002 edition, p. 12
The Heart of Change, (2002)
“The heart of change is in the emotions.”
Introduction to the 2002 edition, p. 2
The Heart of Change, (2002)
“One of the most powerful forms of information is feedback on our own actions.”
Step 5, p. 116
The Heart of Change, (2002)
Zdroj: Leading Change, 1996, p. 25; cited in: avid M. Boje, Bernard Burnes, John Hassard (2012), The Routledge Companion to Organizational Change, p. 140
“Great vision communication usually means heartfelt messages are coming from real human beings.”
Step 4, p. 95
The Heart of Change, (2002)
Step 8, p. 161
The Heart of Change, (2002)
Introduction to the 2002 edition, p. 2
The Heart of Change, (2002)
Step 3, p. 68
The Heart of Change, (2002)
