Kotters 8 Step Change Model

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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.

Frequently asked questions
Looking for more info? Here are some things we're commonly asked
Change Management
  • What is Change Management?

    Change management is a systematic approach to implementing change within a business, whether it’s a new system or a new and better way of doing things.

    Change management guides how you prepare, equip, and support people in your organisation to adapt to change. Clearly explaining what will change, why it needs to change, and how it will be actioned. The ultimate goal is to drive success in your business and achieve critical outcomes.

    Read More: Change Management: Action Plan for Implementation of New Business Processes

  • Evaluate the Effect of Making Changes to a Process Comply with Laws HR Compliance

    Design of experiments (DOE) is a systematic methodology that identifies the connection between elements affecting a process and the output of the process.

    DOE is a branch of applied statistics that evaluates the factors controlling the value of a parameter through conducting, planning, analysing and interpreting controlled tests.

    Read More:  Design of Experiment: Evaluate the Effect of Making Changes to a Process

  • Change Management Theories

    Many helpful change management models, methodologies and theories (Glossary) can be used in the change process. All have been effectively applied to businesses to help deal with the transition process and change.

    Change models vary some focus on how businesses should approach all aspects of change, while others focus on employees’ responses to change.

    Read More: Change Management: Action Plan for Implementation of New Business Processes

  • Building Blocks for Successful Change

    The ADKAR Model is a simple tool to help the change process. Breaking it into its most basic critical elements, where each step outlines a successful journey.

    ADKAR is an acronym representing the five principles of implementing changes successfully. Awareness, Desire, Knowledge, Ability and Reinforcement. The approach sets goals for change management that increase the success rate. It’s a practical system that takes your process a step at a time.

    Read More: ADKAR Model: 5 Building Blocks for Successful Change

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