What is Kotter’s 8 stage process? Conduct an Article Review on Kotter’s Process. How can an organization benefit from Kotter’s Process? Explain a new change your organization is conducting and how this process could help your company?
Kotter’s 8 stage process ( cite the book). The first step in Kotter’s process is to establish a sense of urgency. One can examine market competitive realities that will create a catalyst of change. The second step is to form a powerful coalition. The organization must assemble groups with enough power to assist implementing change. Also, the organization must develop strategies and steps to achieving the vision. The third step is to create the vision to help develop strategies and change effort for achieving
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The fifth step is empowering others to act on vision. The author suggest when changing systems one must remove the people who are resistant to change. The people who are supportive of the change one must encourage taking risk and accepting nontraditional approaches, activities and ideas. The sixth step is planning for and creating short term wins. Planning must be visible improvement so that the people following the change can recognize the improvements being made. The seventh step is consolidating improvements that will later on produce more change. One must increase credibility to system changes, structures and policies that does not fit the vision of the organization. One must hire, promote, and develop willing workers and or employees who can implement the vision. Consolidating improvements will rejuvenate the processes with new projects. The eighth and final step is …show more content…
Similar to Kotter’s step 4 communicating the vision. One can use positive communication of the new change process to boost the morale of the employees. When upper management changes the environment of the office through motivating the workers with organizational change by showing support to the process that can be instrumental in initiating the change the company wants. When upper management interacts with staff management must demonstrate positive support through words and actions. If one in upper management can not support the change 110% the employees will be able to sense that and the morale of the organization may be lowered due to the behavior of upper management.
Organizations can benefit from Kotter’s process by making a strong case to the employees. This is similar to Kotter’s first rule establishing a sense of urgency. An organizations best weapon for creating and implementing change is building a case for change. It is human nature to resist change no one wants to change if they do not have to. The organization can show the need to change through research , surveys, customer comments so on and so
The 7 Levels of Change provides a different way of thinking to enhance behaviors and processes. The author demonstrates throughout the book a seven process of change that builds upon the next. He believes that by thinking differently, being creative and stepping out of the norm is the catalyst to solutions and results beyond one’s expectations. Although the author uses the analogy of a new work environment to expound on the level of changes, the fundamentals can be used in both your personal and professional life.
The third step in implementing this plan, is to meet with the selected companies and review contracts, ideas and visions. This action will be a fundamental step in the company’s success. There needs to be clear communication in regards to what the objectives are at hand and how that goal can be implemented
Is John Kotter’s eight-step change process, which was introduced in his book ‘Leading Change’ in 1995. The eight steps for leading change are illustrated below in accordance with the current situation of the company: 1. Create Urgency For a change to happen in an organization, it is necessary for the whole company to realize the prominence. This will ignite the initial motivation in order to get things moving. The company leadership needs to be sitting together, discussing about the competitors and how the change can be implemented in the working environment.
To make a change initiative organic, employees must be engaged within the process. The Kotter change model emphasizes the use of teambuilding, which is a key element in making change organic. Step one of establishing a sense of urgency requires leadership to engage the employees in a way that creates
Kotter’s 8-step model of transforming your organization is a linear top-down approach for managing change. The model is considered simple and intuitive by design (Venkatramani, V. et al, 2008), and is presented in a guide-like process. The model shares common features with other Change Models such as getting people attention, planning and implementing change, evaluation and institutionalization of change (Cepturenau, 2009). The case of the Glenrothes Colliery is considered to evaluate John Kotter’s model.
According to Kotter (1996), the change will need support from key people in the organization to convince the stakeholders the change is necessary. It is important to understand here, the team is made from stakeholders of all levels of the organization to strengthen the expertise, following and momentum of the change (Kotter, 1996). Step three revolves around forming the vision for change. It is important for the stakeholders to visualize the intended outcome of the change, otherwise it makes it difficult to focus on the change (Kotter,
Planning and leading the change: Vision leads to change. Unless there is adequate planning with clear delegation of task, change fails. According to Kotter’s 8-step change model, the leader needs to be aware and define the urgency of the change project and disseminate the urgency to recruit a team that is convenience of the need for the change. The vision of the change project needs to be clear to be understood making effective communication imperative. In any leadership there is always some kind of obstacle that is faced, there will be someone that will try to resist the change; it is the duty of the leader to find ways to check for barriers and remove the obstacle by empowering the team. It is always beneficial to have a short-term vision where the company can see the progress of the change as team build on to the long-term vision. And finally, it is imperative that the change in noticed by others in the day-to-day activity. A leader that plans in leading change will be successful if these steps are followed especially in a hospital setting where there is diverse group of people working towards a common
The team needs to establish a policy and procedure which would be a step toward an organizational structure. This process will be a framework that defines formal reporting relationships between the different levels of management. For example, the guidelines can be used as a protocol of the process managers needs to follow to assist their employees through the change process. The team also needs to provide in house trainings for all departments so employees can be aware and implement the new changes. The training will increase skill level and improve staff productivity.
Another basic strategy included was evaluating the problems which will be faced during the change, setting goals, creating strategies and establishing a procedural organization method. The reading goes in depth in providing information on each of the strategies and how to seek, create and understand each one. One of the phases which stood out in my mind was “Urgency up, success; urgency down, a mess”. Kotter, goes on to explain that even short-term success can be positive. When others see positive outcomes, people who were once skeptical become believers and in turn are more apt adapt to change.
And, as a result, the individuals revert back to prior methods. Another technique for sustaining change is to address change barriers such as staffing problems, unrealistic workload, and lack of necessary resources. Lastly, managers and employees should be a part of the overall solution process (Kamins,
Step two is to develop you approach, generally speaking the approach should be developed almost exclusively around a defined set of objectives. Clearer objectives developed in step one will lend them to a better approach development. Developing your approach should consist of an honest assessment of your team’s market research skills, establishing a budget, understanding your environment and its influencing factors and formulating hypotheses.
Encouraging employees to participate in the change can be one of the utmost ways to reduce the resistance to change. An employee who participates in the process
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
This model is utilized in assessing an organization and determining how best to implement a change process. The seven aspects of business considered in this model includes; structure, strategy, model, skills, staff, shared values, and style. The idea is that all of these seven business elements are affected by each other in some way, and the importance of an organization aligning them all most effectively for the best opportunity of organizational success. -Kotter's 8 step The Kotter's 8 step model is another model that discusses specific steps an organization take when implementing change. The steps of the models include; building a sense of urgency, build a coalition of people to lead, establish a vision for the change, communicate the change vision, remove doubt by empowering and building buy-in for the vision, establish short term wins leading towards the ultimate goal, build on the process, and incorporate the change into the culture of the organization.
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).