Kotter’s Theory
Kotter’s 8-Step Theory for Change Management
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Kotter’s Model outlines the eight essential steps of the change process, as Kotter believes that neglecting any of these steps can lead to the failure of the entire initiative:
Step One: Create the Need or Urgency.
Step Two: Form a Strong Coalition.
Step Three: Create a Vision for Change.
Step Four: Communicate the Vision.
Step Five: Remove Obstacles.
Step Six: Achieve Short-Term Wins.
Step Seven: Build on the Change.
Step Eight: Anchor the Changes in the Organizational Culture.
– Kotter’s Model was developed by Harvard Business School Professor John Kotter, a prominent thought leader in the field of organizational change.
The steps can be simplified as follows:
1 – Make change an urgent necessity by motivating individuals to move forward and setting realistic change-related goals.
2 – Build the change team by selecting the right people and placing them in appropriate positions within the organization.
3 – Form the vision by having the team work according to a simple plan, and by clarifying to team members that the future of the company or organization will be different from its past.
4 – Rally support and approval by involving as many people as possible, and widely disseminate the essential information in a simple and clear manner.
5 – Allow things to take their course by removing obstacles and providing ample opportunity for constructive feedback.
6 – Ensure quick wins and short-term victories are achieved to motivate employees and contribute to their progress.
7 – Persist and persevere, as sustaining change enhances the credibility of its advocates, thereby contributing to the improvement of systems, structures, and policies.
8 – Create links between change behaviors and organizational success, so that these changes become an ingrained habit and a core part of the organization’s culture.
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