Latest news with #Kotter
Yahoo
12-05-2025
- Sport
- Yahoo
Where does Florida baseball rank in national polls following its SEC series win over Texas?
To quote the theme from "Welcome Back Kotter," Welcome back! This week, it applies to Florida baseball and its return to the national polls. The Gators ranked in all four of the top national polls this week after a stunning series win at No. 1 Texas. Advertisement Last week, Florida came in at No. 22 in the Baseball America poll, but this week, it appeared in all four polls for the first time since March 17 following a sweep to Tennessee. A sweep the next weekend vs. Georgia knocked UF out for good. Florida fully reached rock bottom on April 6 after a disastrous home sweep to Vanderbilt. That dropped its SEC record to 1-11. Since then, coach Kevin O'Sullivan's squad has looked possessed. It has won five consecutive SEC series. Two were sweeps (vs. Missouri and at South Carolina), and the other three were two of three (at Mississippi State and Texas and vs. Arkansas). A narrative flip began with the series win over Arkansas and completed with the Longhorns win. A few weeks ago, pundits doubted if Florida would make the NCAA Tournament. Now, the question is whether UF can host a regional. Where does Florida baseball rank after Texas series win? USA TODAY Coaches Poll: No. 21 (NR) Advertisement Perfect Game: No. 20 (NR) Baseball America: No. 13 (+9) D1 Baseball: No. 23 (NR) Noah Ram covers Florida Gators athletics and Gainesville-area high school sports for The Gainesville Sun, and the USA TODAY Network. Contact him by email at Nram@ and follow him @Noah_ram1 on X/Twitter. This article originally appeared on The Gainesville Sun: Florida baseball: Where do the Gators rank after Texas series win?
Yahoo
01-05-2025
- Business
- Yahoo
Kotter Launches "Leading Through Uncertainty" Course, Equipping Leaders to Ignite Action Amid Times of Increased Disruption
BOSTON, May 01, 2025--(BUSINESS WIRE)--Kotter, the global authority on adaptability and transformation, today announced the launch of its groundbreaking new course, Leading Through Uncertainty — a dynamic, research-backed learning experience designed to help leaders navigate disruption, unlock performance, and turn ambiguity into opportunity. In a time when change is constant and uncertainty is spiking, the new Leading Through Uncertainty course empowers leaders to recognize and harness the inherent biological responses that influence behavior, decision-making, and leadership effectiveness. Drawing on Kotter's renowned Survive and Thrive framework, the course invites participants to explore how evolution has shaped a dual-channel system that often impedes progress in high-stakes situations. What Makes This Course Relevant Today Rather than simply offering tools to cope, Kotter's Leading Through Uncertainty training course helps leaders reframe uncertainty as a strategic advantage. Participants will: Evaluate personal Survive and Thrive responses in real-world leadership moments. Learn to guide teams through change using proven, actionable frameworks. Minimize triggers that induce reactive "Survive" behaviors. Activate "Thrive" responses that spark innovation, adaptability, and resilience. Built around immersive case studies and practical exercises, this half-day course offers both self-paced learning and powerful, ready-to-use leadership tactics. By applying five core strategies to mitigate Survive and activate Thrive, learners will strengthen their leadership presence, take decisive action in the face of uncertainty, and ignite forward momentum across their teams. The Learning Through Uncertainty course consists of two modules. Module 1: Leading Yourself Through Uncertainty Understand and reshape your own responses to disruption. Build energy, optimism, and the ability to model Thrive behaviors. Module 2: Leading Your Team and Organization Through Uncertainty Practice language and techniques to lead others through challenge and ambiguity, fostering a culture that embraces change. "Uncertainty is spiking in today's world, and it can either paralyze teams or propel them forward," says Rachel Rosenfeldt, Executive Director and Head of Kotter Training. "This course equips leaders with the clarity, mindset, and practical tools to turn disruption into momentum—and lead with confidence, even when the path ahead isn't clear." Availability The course is now open for enrollment. For more information or to register, visit: To learn more about Kotter's comprehensive approach to Leading Through Uncertainty, visit: About Kotter International, Inc. Kotter is the authority in adaptability and transformation. We help individuals and organizations better lead and manage change via world-class consulting services and leadership development training, including the Kotter Change Certification Program. Founded by the world's foremost change expert, Dr. John Kotter, and backed by five decades of ongoing, empirical research and real-world experience in the science of change, our proven approach offers unimaginable results at unprecedented speed. Learn more at View source version on Contacts Media Jennette 206-931-3441 Sign in to access your portfolio
Associated Press
01-05-2025
- Business
- Associated Press
Baker Tilly's Insights Into Why Change Feels Impossible in Higher Education – and Why It Can't Be Anymore
Authored by Adrienne Larmett Higher education is at a crossroads. Public trust is eroding. Demographic and enrollment shifts are accelerating. Revenue models are under pressure. The cost to operate, and to attend, continues to rise. If institutions are going to persist, thrive and continue serving the public good, transformational change isn't optional, it's essential. And yet, in so many institutions, meaningful change feels impossible. Why is that? What's standing in our way? And what can we learn from sectors that have embraced change management as a strategic advantage? The reality: Change in higher ed is hard Higher education is a uniquely complex ecosystem, and that's part of the challenge. Change doesn't happen in a vacuum. It's negotiated across decentralized departments, shared governance bodies, accreditors, regulatory frameworks and deeply rooted traditions. Some of the key barriers include: The contrast: What industry gets right In the private sector, change management is not an afterthought — it's a built-in capability. Organizations invest in people, frameworks and systems to help navigate change deliberately and effectively. A colleague of mine, a seasoned university leader, recently said something that stuck with me: 'Higher ed needs to adopt a change management mindset. The private sector has figured this out; they have entire offices dedicated to it. But we can't seem to get out of our own way.' That tension is real. While higher education remains mission-driven and values-based, its operational habits often lag. In contrast, many businesses have embraced change as a continuous competency — and it shows. Private companies tend to do the following, which higher education can learn from: What does that look like in practice? Two widely used change management frameworks, both adaptable in the higher education environment, offer structured, people-focused approaches to change: the Prosci ADKAR Model and Kotter's 8-Step Change Model. The ADKAR Model breaks change down into individual experiences, outlining five key building blocks: It's a practical tool for helping faculty, staff and leadership adopt new ways of working, whether it's implementing new systems, realigning services or rethinking academic delivery. Kotter's 8-Step Change Model offers a road map for organizational transformation, emphasizing leadership, momentum and cultural reinforcement: It's especially relevant for higher ed because it integrates structure with inspiration. Both are needed to move institutional culture. But can higher ed actually do this? Yes, but it requires courage and a mindset shift. Real, sustainable change in higher ed is absolutely feasible, but only if leaders embrace the fact that colleges and universities are no longer insulated from public pressure, workforce expectations or fiscal consequences. We don't need to abandon the values that make higher education unique, but we do need to modernize the way we manage change to uphold them. What must happen next? If higher education wants to reclaim trust, deliver on its mission and remain viable into the future, leaders must: And critically: Final thought: Higher ed doesn't need to become a business, but it must become more change-capable The mission of higher education is too important to let inertia hold it back. Colleges and universities exist to transform lives. But that mission is at risk if we don't also transform ourselves. The question isn't whether change is possible. The question is: will we lead it — or let it happen to us? Baker Tilly is here to help For more information, or to learn how Baker Tilly's higher education specialists can support your institution on its change management journey, contact our team.
Forbes
02-04-2025
- Business
- Forbes
How To Develop A Robust Change Management Strategy
Aliasgar Dohadwala, CEO of Visiontech Systems, is a visionary and serial entrepreneur with a knack for turning challenges into opportunities Change is inevitable in today's fast-evolving business landscape. Whether it's digital transformation, mergers or shifting market demands, organizations must adapt swiftly to remain competitive. However, research shows that 70% of change initiatives fail due to resistance, lack of leadership support and poor execution. A well-structured change management strategy bridges this gap, ensuring smooth transitions, minimizing disruptions and fostering long-term growth. The organizations that effectively manage change are more likely to outperform their competitors. Every successful change initiative begins with a well-defined vision. Leaders must articulate: • Why the change is necessary: Addressing pain points and market shifts • What benefits it will bring: Improved efficiency, revenue growth or innovation • How it aligns with long-term business goals: Ensuring relevance and sustainability A compelling business case helps secure leadership buy-in and fosters company-wide commitment. In fact, companies that clearly define their change objectives see a 79% success rate compared to those that don't. Change starts at the top. Leaders must not just approve the change but actively champion it. McKinsey research highlights that successful transformations are two times more likely when senior leaders are visibly engaged. Key leadership actions for success include communicating openly and consistently, addressing employee concerns proactively and leading by example when adopting new processes. Leaders who demonstrate personal commitment to change can drive up to a 70% higher success rate in organizational transformations. Employees often resist change due to fear of the unknown. The key is to make them part of the process. A culture of adaptability ensures employees embrace innovation rather than resist it. Best practices for employee engagement include holding interactive town halls or Q&A sessions, gathering feedback through surveys and focus groups and identifying change ambassadors within teams. A 2023 study found that 92% of employees are more likely to engage and support change when they feel heard and involved. A gradual, step-by-step rollout reduces resistance and operational disruption. Organizations can follow proven frameworks such as Kotter's 8-Step Change Model, which focuses on creating urgency, building a clear vision and reinforcing change. They can also apply the ADKAR Model, which addresses key stages of change by building "Awareness, Desire, Knowledge, Ability and Reinforcement." By implementing change in phases, businesses can test, tweak and scale efficiently while ensuring employees adapt progressively. Effective communication can make or break a transformation effort. In my experience, one of the top reasons change initiatives fail is due to poor communication. To ensure clear communication, tailor messages to different stakeholders and use multiple channels such as emails, meetings and intranet updates. Additionally, provide regular progress updates to keep everyone informed and engaged. New processes or technologies require new skills. Organizations must invest in training workshops and e-learning platforms, mentorship programs and peer coaching and hands-on learning experiences. According to LinkedIn's Workplace Learning Report, 94% of employees would stay longer at a company that invests in their development. Providing the right training empowers employees to adapt to change confidently. Success should be measured, analyzed and optimized. Without clear performance indicators, organizations cannot track the impact of change. Key performance indicators (KPIs) to monitor include: • Employee adoption rates • Engagement and sentiment surveys • Business impact metrics (productivity, revenue, cost savings) Companies that track change effectiveness through data-driven insights are twice as likely to achieve their desired outcomes. A well-planned change management strategy doesn't just help businesses adapt—it helps them thrive. Organizations that embrace structured changes can see increased innovation, employee engagement and long-term business growth. Change is inevitable, but how organizations manage it determines success. What's your biggest challenge in implementing change? Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?
