Change is difficult. Especially in the context of an organization, change could interrupt the status quo and lead to conflict. But change is needed. And to successfully implement change, you need to rely on a proper framework. Show
This is where Kotter’s 8 step change model comes into play. It outlines how to systematically and effectively implement change in an organization. This post explains the Kotter’s 8 step change model in detail, simplifying the process of applying it to your organization. What is Kotter’s 8 Step Change ModelJohn Kotter’s 8 step change model is a popular framework for successfully implementing organizational change, and is used across many industries. It was introduced in his book “Leading Change” which was based on years of research that revealed there’s only a 30% chance of successful implementation of organizational change. Change can come as new technologies, mergers, and acquisitions, new strategies, cultural transformation, etc. Kotter’s 8 Step Change Model (Click on the template to edit it online)A Bit about KotterJohn P. Kotter, professor at Harvard Business School, is known worldwide as the authority on leadership and change. His best-selling book “Leading Change” which discusses mistakes organizations often make when implementing change and an eight-step process for successfully bringing about change, is widely referred to by managers as the bible of change across the world. What are the 8 Steps in Kotter’s Change Model1. Creating a Sense of Urgency 2. Putting Together a Guiding Coalition 3. Developing Vision and Strategies 4. Communicating the Change Vision 5. Remove Barriers to Action 6. Accomplish Short-Term Wins 7. Build on the Change 8. Make Change Stick Implementing change isn’t always easy. Barriers can come in various forms; lack of teamwork or leadership, rigid workplace cultures, arrogant attitudes, general human fear, etc. can disrupt any change implementation project. Kotter highlights 8 steps organizations should follow to overcome such challenges and put large-scale change into effect successfully. Following these steps will ensure that at the end of the process, the organization will not only be prepared but also be committed to embracing the changes. 1. Creating a Sense of UrgencyThe process should start with establishing a sense of urgency among both managers and employees. Everyone involved should feel the need for change or that change is critical for organizational growth. Without their support, it will make it difficult to keep the momentum of the change initiative and achieve lasting transformation. The objective of this step should be to prepare the employees for the upcoming change and motivate them to offer their contribution. For this step to succeed, roughly 75% of the organization’s management should support the change initiative. In order to create an environment where everyone is aware of the existing problem
2. Putting Together a Guiding CoalitionThis step is dedicated to bringing together a competent team with the right skills, qualifications, reputation, connections and sufficient power to provide leadership to the change efforts and influence stakeholders. The size of the team will vary depending on the nature of the proposed change. However, an effective team should include the following supporters,
Once a team is assembled, focus on setting clear goals and developing an environment of trust and commitment. An effective team should
3. Developing Vision and StrategiesThe objective of this step is to create a sensible vision to direct the initiative and to develop effective strategies to help the team achieve it. It helps create a picture of what the future of the organization looks like once the change is implemented. The right vision help achieve change successfully by inspiring and guiding team actions and decisions. It should also define clear and realistic targets to help easily measure success and appeal to the interest of the company stakeholders. To set a clear and appealing vision,
4. Communicating the Change VisionIn this step, the focus is on effectively communicating the vision and the strategies in ways that help encourage the rest of the organization to accept and support the change initiative. The goal here is to capture the hearts and minds of the employees; to get them to make sacrifices to support the change, to get them to believe that change is possible and the resulting benefits are for the best of the organization as well as themselves. To do this effectively,
5. Remove Barriers to ActionWhen implementing organizational-wide change, obstacles may occur frequently. Barriers may come in the form of insufficient processes, resistance to change by employees themselves, disempowering managers, organizational policies and its structure, etc. And in this step, the guiding coalition and the senior management should focus on removing such obstacles that block the organization’s path to achieving the change vision.
6. Accomplish Short-Term WinsAchieving complete real transformation may take time. Going so long without any victories to celebrate may discourage employees. To keep the momentum going and to encourage employees to keep backing the initiative, it’s important to have short-term goals to accomplish and celebrate early in the change process. A short-term win is an organizational improvement that can be implemented within a short period of time. Such a quick win should be visible throughout the organization, unambiguous, and related to the change initiative.
7. Build on the ChangeThis step is all about sustaining the implementation of change by ensuring that the teams are working persistently towards achieving the change vision while measuring progress. It’s important to make sure that the team doesn’t declare victory prematurely after a few quick wins. To continue the momentum of change,
8. Make Change StickIn this step, the change leaders work on nurturing a new culture where change can stick. This includes changing organizational norms and values, processes, reward systems, and other infrastructure elements to make sure that everything aligns with the new direction. To successfully implement change,
The Ultimate List of Change Management Tools to Drive Change Like a Pro Ready to Implement Change?Implementing organizational-wide change is not quick or easy. It requires patience, preparation, and persistence. A good framework to help you keep yourself on track during this long journey is Kotter’s 8 step change model. By following these 8 steps, you can ensure the successful implementation of change within your organization. Got anything to add? Let us know in the comments section below. Join over thousands of organizations that use Creately to brainstorm, plan, analyze, and execute their projects successfully. Get started hereHow to use Kotter’s 8 step change model kotter's 8-step change model Kotter’s change model What is Kotter’s 8 step model Which phase of the appreciative inquiry process includes?Appreciative inquiry involves five phases: (1) Affirmative Topic Choice, (2) Discovery—Appreciating, (3) Dream—Envisioning Results, (4) Design—Co constructing, and (5) Destiny—Sustaining.
Which of the following is true of change management according to the views of John Kotter?Which of the following is true of change management according to the views of John Kotter? ○It is not distinct or separate from change leadership in practical situations.
Are quick sessions during which leaders evaluate the outcome of change activities to see what worked what didn t and what can be learned from it?After-action reviews are quick sessions during which leaders review the outcome of change activities to see what worked, what didn't, and what can be learned from it. The concept of afteraction reviews comes from the United States Army.
Which of the following forces drives the need for organizational change leadership?Forces driving the need for organizational change include: Globalization, technological change, and increased competition.
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