Kotters 8 Step Change Model

4 Min Read
Kotters 8 Step Change Model

Leading Change Effectively with Kotters 8 Step Model

Change is fundamental in any business. When running a company, various things assume different forms along the way. Over time, you will have to implement new processes, hire other professionals and employ varying systems. Companies that thrive are willing to adapt to changes. 

However, moving from the way things were is not always easy. Many organisations encounter barriers when trying to implement changes because adjustments can be difficult. 

Therefore, having a strategy to guide an enterprise on how to adapt to changing circumstances is crucial. Kotters 8 step framework is one of the most popular solutions used to lead change.

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What is Kotters 8 Step Model?

John Kotter, a professor at Harvard, is a leading expert in organisational change. In 1995, he wrote Leading Change, which introduced the now famed 8-stage process. 

Kotter created the framework after researching various enterprises and how they handle change. It explains that change can manifest in different forms, including mergers, cultural transformation and technologies. Whatever it is, organisations should be able to implement changes while avoiding common mistakes. 

Poor communication, rigid workplace cultures and lack of leadership are examples of barriers to change with which companies have to deal.

The 8 Steps of Kotters Model

According to Kotters 8 step change system, an organisation can improve its outcomes by following these processes.

The 8 Steps of Kotters Model Checklist

Establish Urgency

Before putting in place new or altered systems, ensure the people understand why. Let employees and other stakeholders see the need for this change and your vision for the future.

Form a Coalition

If you are to execute your strategy, you require allies. So, identify change leaders then get their support. Make sure to get people who can function as a team.

Craft a Vision and Strategy

Have a vision that directs people in what they need to achieve. The vision should be clear and align with company values.

Communicate the Vision

For people to accept change, they should understand the vision they are working towards. Use different means to talk about your vision and get feedback.

Eliminate Barriers

By this stage, you will have an idea of where the resistance to change lies. Understand the source of the obstacles and address them.

Generate Short-Term Wins

Give the staff a reason to celebrate to boost motivation. Choose small projects that are not too expensive to ensure success. Short-term wins can also help the resistors see the merits of the proposed changes.

Build on Change

Don’t settle for small wins. After a successful implementation, find the strengths and work on them. Use what you learnt from the short-term success to establish bigger changes.

Anchor the Changes

Ensure that the established initiatives are part of the corporate culture. Changes have to become part of daily operations if they are to generate long-lasting effects.

Pros & Cons of Kotters 8 Step Process

One of the biggest hurdles to cross when doing anything different is convincing the people affected that it is necessary. If employees don’t get why certain processes have to be altered, then they can’t derive the value they are required to. The first two stages of Kotter’s model focus on this.

 It insists on the need to convince stakeholders of the urgency of change before putting it in place. Having a checklist or checklist software to work through when establishing changes is a huge advantage. It eliminates the risk of mistakes during the process. Conversely, executing the different steps of Kotter’s framework take time. A company must dedicate enough time to get through the entire model.

As in everywhere else, change is the only constant thing in business. An enterprise has to be ready to adjust to evolving situations if it’s to stay relevant. However, if poorly implemented, changes can have adverse effects. Kotters 8 step model can help your company make the moves it needs to without compromising its goals.

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