Kotter

The first step in Kotter’s model has already been accomplished in this case, a sense of urgency has been created because you have already spoke to your peers about the idea and they support you. I have learned in my experiences that when trying to implement change within an organization it is very important to have the support of your peers. This will help to sway your supervisors once you present the idea to them. One wants to try their best to convert as many “NoNo Penguins” as possible in order to present a united front to management.

Before you can equip Buddy with the most pertinent information you must first have a clear vision of what you are trying to accomplish. During this step you will use the penguins like “Jordan the Professor”. You will need great intellect and strong analytical skill to prioritize your goals and direct your vision.

Unfortunately in the work place your actual production level is not the only thing you are judged upon. Sometimes superiors and even peers have biases against certain people and therefore unfairly judge any idea they have. This is why it’s important, no matter how sound your idea is, that you have the right person presenting it. This is where the “Buddy Penguin” comes into play. Although he may not be as intelligent as others he is necessary to communicate the ideas of the leadership council. Because he is respected and received well by most of the superiors and peers will be more likely to accept the idea of change from him.