Porter and Kotter Flashcards

1
Q

competition

A

threat of new entries, threat if buyer power, threat of substitutes, threat of supplier power, rivalry among existing players

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2
Q

threat of new entries

A

are other, newer businesses that enter your market and offer the same or similar products as yours.

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3
Q

threat of buyer power

A

A BUYER is a force that can withhold or deny supply if another business else is offering a better or more desirable product.

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4
Q

threat of substitutes

A

SUBSTITUTES are threats/forces your Buyers can choose instead of you.

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5
Q

threat of suplier power

A

A SUPPLIER is a force of competition that the organization needs in order to make and deliver its products and services. has the competitive power to harm the organization by not providing what is needed, supplying it to a competitor

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6
Q

new entrants

A

in the same Sector AND the same or similar business as you: including non and for profit businesses.
They compete for your buyers, suppliers, audience/customers

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7
Q

existing rivals

A
Are in the same nonprofit Sector, and sometimes, but not necessarily, in the same business. 
Major institutions (Art Museum, Orchestra, Opera company, Playhouse Square, etc.)
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8
Q

The power and threat of existing rivals

A

Existing/established organizations in the same business or the same sector as yours – what we traditionally – and narrowly -think of as our ‘competition.’

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9
Q

Why do 70% of Major Change Efforts Fail

A

half measures, lack of leadership, lack of understanding of the holistic approach

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10
Q

change

A

happens constantly

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11
Q

major or system wide change

A

should happen rarely

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12
Q

Kotter’s model

A

Change prompted by external pressure or internal decline

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13
Q

External Pressure

A

Competition (from Rivals, Substitutes, Buyers or other of the Porter Forces of Competition)
Changes in the economic environment

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14
Q

Internal Pressure

A

Failed business model

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15
Q

the 8 steps of managing change

A
  1. establish urgency
  2. form a powerful coalition
  3. create a vision
  4. communicate the vision
  5. empower others
  6. plan for and create short term wins
  7. consolidate improvemnts
  8. institutionalize changes
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16
Q

create urgency

A

Identify the threats

Show what could happen without change

17
Q

Form a Powerful Coalition

A

Find influential/respected leaders in all levels/departments – not necessarily department heads
Develop this group as a team of equals: well informed, working together, supportive of each other

18
Q

Develop a Vision for Change

A

The Vision should inspire

19
Q

Communicate the Vision

A

No jargon
Vivid
Embed it in all internal messaging

20
Q

empower others

A

Reward people for making change happen

21
Q

Create short-term targets

A

Find sure-fire projects that do not take a lot of time/resources - or help from critics (obstacles)

22
Q

Consolidate the improvements

A

After each win analyze what worked, what needs improving

Keep making room for new ideas

23
Q

Institutionalize Change

A

Talk about progress/successes every chance you get

Publicly recognize change agents, make sure all staff remembers their contributions