Leading Successful Change: 8 Keys to Making Change Work

This is really a masterpiece from the Wharton Professor! I greatly enjoyed this book as it answers a number of critically strategic questions including: Why change efforts fail? How the failure can be avoided? What are the greatest obstacles to making behavioral change stick? How to go about making successful change? How to create a scene that will provide a vision of the future? How to design the work environment to support the changes? How winning companies are successfully implementing change? Unlike other theoretical books, this book answered my "how" questions and provided me with well-researched explanation of how to make change work. Highly recommended.

Excellent resource for leaders to use to help them in effective change strategy. One of the best books I have read on change design that is sustainable.

I doubt that Gregory Shea and Cassie Solomon set out to write a book that would appeal to other consultants. But "Leading Successful Change" resonates with me because it captures the challenges that I face working with organizations and teams intent on changing entrenched behaviors. Their 8 Levels of Change succinctly outlines the things that are needed in the workplace to reinforce new behaviors. It will be required reading for my clients going forward!--Ned Miller, MZ Bierly Consulting, Inc.

I love this book because it is clear, succinct, and focuses on the most important aspects of leading change. A very valuable read for anyone who wants to contribute to successful change efforts!

Is not a technical guide to do get things done. Also wont teach about all themes that the work requires to achieve change succesful change.

This book was boring, but I appreciate the challenge of taking an intangible and manipulative skill like change management and making it seem, if still manipulative, less intangible.The authors take change management and split it into 8 variables to be controlled, including people and information. Can't say I read anything new in this book but I certainly read it plainly. The authors might benefit from reading the One Minute Manager if they were aiming to make their book at all interesting to read.I received this book from a Goodreads giveaway

Successful change comes down to identifying the key behaviours that, if they occur reliably and regularly, indicate that a desired change has taken hold. A detailed, even granular, vision of the future can dramatically increase the odds of getting there. Abstract or ephemeral visions wrapped in corporate speak do not, according to Gregory Shea and Cassie Solomon in this book.Most change efforts fail because the change objectives are too vague and abstract, or because leaders underestimate the power of the work environment to stall change. Accordingly, the authors' change process focuses on behaviour to change the work environment. Specifically, there are two principles which drive a successful change process:* Focus on the behaviours you want from people; and* Design the work environment to foster those behavioursThe book recommends that you envision specific future scenes in order to identify the end-point behaviours that will be required if the change effort is to be successful. Once the behaviours have been identified, you then need to work out how to use the 8 levers of change to create the new behaviours, the levers being: organization, workplace design, task, people, rewards, measurement, information distribution, and decision allocation.Although the authors do not refer to John Kotter's book Leading Change, it is interesting to compare the two books. Kotter's change process involves establishing a sense of urgency, developing and communicating a change vision, empowering employees, and generating short-term wins. It is not necessarily inconsistent with the authors' change process; in my view both books provide valuable advice.The book is quite short, which means that it is easy to read and does not contain unnecessary padding. Several examples are given, but in my opinion the book could have benefited from a more detailed consideration of each of the 8 change levers and a discussion of the circumstances in which each lever could be appropriately applied.

Of course I know change will happen. And I generally like change because it presents opportunity. I believe in being adaptable.Some points: - focus on behaviors - foster the right environment for the positive to happen - persist and repeat. It take persistence to bring good change.The book talks about the 8 levers of change:1 - Organization. Structure.2 - Workplace design. Lay things out for success.3 - Task - have the right processes4 - People - select properly and coach, train and mentor.5 - Rewards - people do what is rewarded.6 - Measure7 - Information8 - Decision allocation. Who decides what.The book is short (92 pages) and well laid out so it is more likely that non-readers would also read it. Great little book.

Every Project Manager or Program Manager should be reading this book as part of their PMP/PMI certification. It provides a much better perspective on how to drive for success in any transformation.

Great read to add to a readers collection

Practical, direct, wise, easy to read. Summarize years of experience of the two authors. Another good resource of Wharton School of Business.

Rather a poor offering. I recommend John Kotter's book, Leading Change instead.

J'en ai profité à Philadelphie pour le faire dédicacer par l'auteur. Un livre très utile et concis !