“Leading Change: Why Transformation Efforts Fail”

The changing situation of the world affects all organizations in today's business. Therefore, most organizations are aware of the need to undergo change and change in order to survive. The main challenges facing the company are technology advances, the social environment brought about by globalization, the speed of competition, and the demands of customer expectations. It is difficult for all articles, books and publications on the subject to overcome obstacles accompanying change.

Kurt (1995) mentioned his article "Changes in Leadership: Why Failure in Transformation Fails", "Communication Inadequacy" as one of the main reasons why attempts to change failed. As he says, unless hundreds or thousands of people try to help, change is often impossible due to short-term sacrifices. Unless you think that it is possible to make useful changes, employees will not be sacrificed even if you are not satisfied with the current situation. Without reliable communication and extensive communication, we can not capture the heart and mind of power (Kotter, 1995).

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Communication: the core of the company - Exploration of communication in the membrane of the organization

However, John P. Kotter's "Leadership Change: Reason for Transformational Failure" he says that the process of change has gone through a series of steps that usually take a long time. The important thing is that Amad recognizes that it takes a long time to show and persuade the management of the company that changes in Web services are necessary as well as cost-effective. Amade also needs to have a strong alliance. Susan Smith, Technical Executive Vice President, understands the need for change, but despite pressing pressure on Amade's vision of changing network services, we do things we do and challenge our corporate management I do not want to. Amad has created and communicated the necessary vision for change, and now he needs to empower others to act by encouraging adventure, non-traditional ideas, activities and actions .

Due to other factors, the organization may not be able to implement or maintain changes. Kurt, a leader in successful leadership and corporate transformation, believes that failure to address changes often has the following mistakes: (1) to allow self-satisfaction, (2) build a strong leadership alliance, (4) seriously underestimate this vision, (5) to stop a new vision, (6) can not bring about a short-term victory , (7) declare early victory, (8) ignore the culture of corporate transformation

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