Kotter - The Script
Group Kotter > Kotter - The Script
In order of apperance...
- Kotter Synopsis - Erik
- IT management at UW, NYU & OU - Jim, Jane & Ashish
- Kotter reaction to each university's issue - Erik
- Raelin - Sherif
- (with interludes from Kotter)
Kotter introduces himself and gives an overview of his theories, then suggests we illustrate them by examining issues confronting IT organizations at three universities.
Three Problems (Jane, Jim, Ashish)
IT managers each describe their problem and the traditional managerial approach they've taken and how it isn't really working. Kotter offers sage advice on a leadership approach:
- NYU (organizing and staffing) (Jane) - try aligning people
- UW (planning & budgeting) (Jim) - try setting direction
- OU (controlling activities & solving problems) (Ashish) - try to inspire and motivate people
Kotter: (start at page 2)
Raelin / Kotter reparte (Sherif, Erik)
Raelin suddenly bursts in and we play it like an old movie serial:
Kotter: "Raelin! My old nemesis!"
Raelin: "Yes, Kotter. I've escaped from that managerial trap you set for me -- all that budgeting, organizing, and controlling - even with all the direction, aligning and motivating. Well, no more! Now, no one can stop me from discussing the leaderful community!"
Kotter: "Curse you, Raelin. Stealing my thunder. You're nothing but a derivative hack. If it weren't for me, you'd still be selling hot dogs at Fenway Park!"
Raelin: "I'll admit that my concepts are based on your work, you fiend. But here is how they differ...
A better solution would be to implement my idea of the Leaderful Community, the 4 C's:
For example, at NYU you need to allow leaders to grow within the groups! If the existing leaders drive everything, there's no room for innovation from the ground up.
At OU, Teams leads should encourage members to voluntarily take ownership of projects as it would make them more likely to succeed. Basically, allow people to develop in an environment that fosters growth.
At the UW, you need to recognize that leadership needs to come from within the community, not from an ultimate authority imposed from the outside. Allow the direction setting and prioritizing come from the community.
Kotter (grudgingly):</u'>' Well, I admit that your point is a good one - it's not just about one person standing at the balcony and leading. The results are multiplied if leadership is spread throughout the organization. Now <u>that's</u> creating a <u>culture of leadership! That's what I'm talkin' about!