John Kotter change management professor at Harvard introduced 8 step change model in his book leading change in 1995. It is cultivated over decades transferring the way strategies are executing. He identified success factors and combined various methodologies to form 8 step change model. The book defined neglecting any of factor resulted in the failure of the whole initiative (Appelbaum et.al, 2012). On that note Kotter break down organization leadership into following steps-
- Creating Urgency
- Forming a powerful coalition
- Creating a vision for change
- Communicating vision
- Removing obstacles
- Creating short term goals
- Building change
- Communicating change in corporate culture
Lets’ dive into deeper to understand the original version of Kotter 8 step change model for leading change-
Step 1- Creating Sense Of Urgency
According to online essay help experts, first, understand why the company needs change. In this direction, develop a sense of urgency surrounding change showing what could happen in future if change introduced. Create an environment where an individual is aware of the existing problem and see the solution and support it. Or follow these steps to create a sense of urgency-
- Assess the potential threats
- Address opportunities that company could capitalize
- Begin with motivation and explain vision convincingly.
- Request support to strengthen the arguments and convey it with stakeholder
Step 2- Forming A Powerful Coalition
It will be definitely hard to lead changes without a coalition. This coalition can help managers to maximize the outcomes effectively and ensure that organization is getting support from the external work. A team member can collaborate and complement each other to bring the change and aids managers to transfer message conveniently. Steps to form a powerful coalition are-
- Identify key stakeholders and leaders and ask their support for implementing changes
- Create a coalition that operates as a team’
- Assess weak areas of the coalition and replace weak portion via including diverse member
Step 3- Creating A Vision For Change
The change process begins with vision that makes things different. As per essay writer, this can be very complicated and sometimes hard to understand. For this purpose create a vision that can be easier to apprehend and encapsulated overall aim in order to gain support from the whole organization. It should be inspirational and should have maximum effect.
- Identify core values that are embedded to bring the change
- Develop a mission statement that captures most of the attention of future envision
- Form a rational to implement the change
- Make sure all the stakeholder and team members of coalition share vision clearly and concisely
- Rehearse mission statement
Step 4- Communicating Vision
Creating a vision is not enough to generate ample support; you may need it to communicate with the whole organization (Bhatt, 2017). This is an excellent opportunity to utilize the coalition you have formed. To communicate the vision, you may follow given below steps-
- Speak persuasively and convincingly about your vision
- Tie vision with morale, operation everything that comes in the way
- Share visual and demonstrate the difference between the current and past state
- Confront people anxieties, concerns etc
Step- 5 Removing Barrier
The fifth step of the Kotter model involves removing a barrier to inhibit the change required, encouraging innovative ideas. As a relationship builds by communicating the vision helped in removing the barrier, it is needed to have a clear understanding of the blockages (Wentworth et.al, 2020). By entering into the dialogue of all employees, it will become easier to explore what are changes required. It helps to figure out whether the changes are implementing are beneficial or not. To do so, follow the given steps-
- Identify or hire a team leader who will monitor changes
- Continuously check the people who are resisting the change
- Reward people who are attending the meeting and helps in gaining the targets
- Empower employee to do their best and face challenges successfully.
- Make sure the organization process is aligned with the changes implemented
Step 6- Accomplishing Short Term Goals
Achieving complete change outcomes may consume much more time than it was estimated. As opined by essay helper if managers don’t cheer employee on short term goal achievement then it may create disappointment. Hence to keep the momentum and encouraging an employee to keep initiatives, it is important to celebrate short term goals.
Figure- Kotter’s 8 Step Change Model
Step 7- Building Change
This step supports in sustaining the change by ensuring teams are working persistently in the direction of achieving change. It is important to the team would not celebrate premature success much before its achievement. According to John Kotter, many changes trajectories fail because victory might be declared too early. Henceforth it is advised by several essay writer in Toowoomba analyze success stories individually (Small et.al, 2020).
Step 8- Communicating Changes In The Corporate World
In the step-change leaders work to nurture the changes implemented in the corporate world. As said by online assignment help experts change will become part of the corporate world only once it is implemented in the organization. The employee must support the change and regular evaluation must be done to consolidate the change. In order to communicate change, follow this step-
- Discuss changes by directing several benefits you have gained
- Identify norms and policies
- Create a new training and development plan to spread the change
- Improve or eliminate changes that don’t align with a new culture
In this blog, we have summarized Kotter’s 8 steps for the change process. In the first step, we developed a sense of urgency surrounding change showing what could happen in future if change introduced. In the second step, we created a coalition that operates as a team. In third step we developed a mission statement that captures most of the attention of future envision. In Fourth step one should communicate the change effectively, In the Fifth Step, we discussed empowering the employee to do their best is necessary so that they can face challenges successfully. In the sixth step, we illustrated it is important to establish short term goals. The seventh step describe how one should build the change and at the eighth step it has been analyzed how the employee can communicate changes with the corporate world.
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Appelbaum, S. H., Habashy, S., Malo, J. L., & Shafiq, H. (2012). Back to the future: revisiting Kotter’s 1996 change model. Journal of Management Development.
Bhatt, R. (2017). Theoretical perspective of change management. CLEAR International Journal of Research in Commerce & Management, 8(2).
Wentworth, D. K., Behson, S. J., & Kelley, C. L. (2020). Implementing a new student evaluation of teaching system using the Kotter change model. Studies in Higher Education, 45(3), 511-523.
Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C., & David, D. (2016). Using Kotter’s change model for implementing bedside handoff: a quality improvement project. Journal of nursing care quality, 31(4), 304-309.