Kotter's eight-step model Flashcards
Step 1: Create the urgency for change.
It helps if the whole organisation really wants the change to be successful. Developing a sense of urgency around the need for change will help spark the initial motivation needed to get things moving.
Step 2: Form a powerful coalition.
Assemble a group of leaders to lead the organisation through the changes. Strong leadership and visible support from key people in an organisation is needed. Successful change has to be led.
Step 3: Create a vision for change.
A clear vision will help everyone understand what is being asked of them. If they understand what management is trying to achieve, then the directions to them will make sense.
Step 4: Communicate the vision.
The vision for change has to be talked about often. Employees’ concerns need to be addressed honestly and openly. All aspects of operations need to be tied to the vision.
Step 5: Remove obstacles
Continually check for barriers to change. Identify change leaders who can implement the change and reward those who can make the change happen.
Step 6: Create short-term wins.
Create short-term targets that become short-term successes, as these will help motivate staff and minimise negative sentiment.
Step 7: Build on the change.
After every success in the process, analyse what went right and what needs improving. Set goals to continue building on the momentum that has been achieved and encourage continuous improvement.
Step 8: Anchor the change in corporate culture.
Institutionalise new approaches and create a new culture so that the changed state becomes the norm. Talk about progress every time the chance arises. Include change ideals and values when hiring and training staff. Acknowledge the contributions of key members of the original change team and make plans to replace key leaders of the change team as they move on.
