Change Model or Theory provides a process or procedure for organisations to assist them to successfully implement change.
Kotter’s Eight-Step Change Process is an 8-step model that provides guidelines for the successful implementation of change.
The process involves:
This involves examining the current market opportunities and threats, and analyzing the organisation’s competitive position, highlighting impeding crisis or potential opportunities.
The whole organisation may be more willing to embrace change when they see it as a response to an existing or future problem or possibility.
The forming of a coalition serves the purpose of convincing people within the organisation that change is necessary. This often takes strong leadership and visible support from key people within the organisation. The best way to achieve this is by establishing a team of facilitators. They should have the relevant authority, recognition and respect within the organisation.
This stage provides the employees with a clear, shared sense of direction that will allow them to achieve a common objective. Without a vision, there can be no cooperation and commitment, which makes adopting the change almost impossible.
The Vision of the organisation needs to be communicated widely and frequently. This will build cohesion between employers and helps to dispel fear of the unknown.
Staff want to get busy and achieve the benefits that have been promoted, so any obstacles that may impede progress need to be removed.
Recognition and Reward should be given throughout the change process to encourage further risk and reinforce the positive aspects of embracing change.
Change projects fail because victory is declared too early. Each success provides opportunities to build on what went right & identify improvements
Any changes undertaken should become part of the core of the organisation. It is necessary to make a clear statement to show the connections between the new procedures and the success of the organisation.
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