Kotters Theory Flashcards
- Establish a Sense of Urgency
Convincing people within the organisation of the need for a change. This can help getting them on board if they see the real purpose.
- Form a powerful vision
Establish a team that can lead the organisation through the change. It is important to have people that are well respected in the coalition. These people will act as facilitators (someone who helps people achieve an objective by providing unobtrusive assistance)
- Create a vision
Provide employees with a clear, shared sense of direction that will allow them to achieve a common objective, or else there will be no cooperation and commitment.
4.Communicate the vision
Being open and honest with stakeholders about the vision and talking about the vision regularly. Communicating the change reduces fear for change by employees and also reduces the resistance for change, meaning that it is more likely to be successful.
- Remove obstacles
Removing obstacles (restraining forces) such as costs and bureaucracy can help empower employees to work towards the change. Training and development may be necessary if new skills and competencies are required.
- Create short-term wins
It is important to celebrate short-term success (increase motivation) along the way. This helps reinforce that the sacrifices are paying off. This can be implemented through a Recognition and Reward System.
- Build on the change
procedures that no longer match the changed system should be modified. Things should change in order to comply with the change in order for the change to take effect.
- Anchor the changes in corporate culture
To make the change stick, it should become part of the core of the organisation; its corporate culture, which determines what gets done, so the values behind the visions must be shown in day-to-day work.
