Kotter's 8-Step Change Model

484 Words2 Pages
Step 1: Create Urgency • Identify potential threats, and develop scenarios showing what could happen in the future. • Examine opportunities that should be, or could be, exploited. • Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking. • Request support from customers Step 2: Form a Powerful Coalition • Identify the true leaders in your organization. • Ask for an emotional commitment from these key people. • Work on team building within your change coalition. • Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company. Step 3: Create a Vision for Change • Determine the values that are central to the change. • Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization. • Create a strategy to execute that vision. • Ensure that your change coalition can describe the vision in five minutes or less. • Practice your "vision speech" often. Step 4: Communicate the Vision • Talk often about your change vision. • Openly and honestly address peoples' concerns and anxieties. • Apply your vision to all aspects of operations – from training to performance reviews. Tie everything back to the vision. • Lead by example. Step 5: Remove Obstacles • Identify, or hire, change leaders whose main roles are to deliver the change. • Look at your organizational structure, job descriptions, and performance and compensation systems to ensure they're in line with your vision. • Recognize and reward people for making change happen. • Identify people who are resisting the change, and help them see what's needed. • Take action to quickly remove barriers (human or otherwise). Step 6: Create Short-term Wins • Look for sure-fire projects that you can implement without help from any strong

More about Kotter's 8-Step Change Model

Open Document