When taking on the position as CEO of Microsoft, Mr. Nadella asks a critical question for himself, what would be lost if Microsoft just disappeared? We had to answer for ourselves, what is the company about? Why do we exist? (Whittinghill (2020) In you analysis connect these questions and the effort to answer them with Kotters steps for successful change management.

Kotter (2012) enjoins leaders in hierarchical organizations to build networks of guiding collaborations. Can you see evidence of this type of collaboration in Nadella leadership process and for changing organizational culture?

Kotter (1995 and 2012) encourages transformative leaders to showcase short term wins. Why is this important? What evidence do you see under Mr. Nadellas leadership?

In the concluding section, address the importance that Mr. Nadella ascribes to an organizational culture of empathy. What leadership style /practice makes this aspect a core element? Does this emphasis encourage people and resources to work across boundaries of organizations and departments to create sustainable transformations?