John Kotter's Model Of Change

927 Words2 Pages
bulb-icon

Recommended: The concept of change

Two Change Models: Analysis and Application of Kurt Lewin's and John Kotter's Model of Change

Two Change Models: Analysis and Application of Kurt Lewin's and John Kotter's Model of Change
For this paper, I will focus on two change models, by first presenting a synopsis of and then analysis of Kurt Lewin's Model of Change and John Kotter's Eight Stage Model for planned change. I will differentiate the leader’s role in the models and determine how leaders can use the models to efficiently lead organizational change initiatives. Two Models of Change
It is difficult to analyze without first forming a synopsis of each model. In this section, I will state each step briefly, then expand with a discussion explaining the step as part of my analysis. …show more content…

Lewin likened his model for change, to having ice in the shape of a block, but wanting it in the shape of a cylinder. In order to change the ice, it is melted, then reformed and then frozen again. Accordingly, the steps of Lewin’s model are unfreeze, change and refreeze ("Lewin's Change Management," n.d.).
In the first step, unfreezing requires the change leader to communicate why the change is important. This forced reevaluation can result in a form of crisis, which builds the momentum for the change. It is important for the leader to listen to and calm the fears and concerns of the stakeholders ("Lewin's Change Management," n.d.).
The second step is change. Here the leader convinces the stakeholders of the benefits they will reap with the change to get their acceptance. The leaders must change for acceptance to occur ("Lewin's Change Management," n.d.).
The last step is refreezing, which occurs after it is clear the change is occurring. It is a continuous cycle, requiring training and support. Lewin recommended rewarding hard work and success and those responsible for the change. This reinforces to the team and others, future change is possible and helps increase the support ("Lewin's Change Management," …show more content…

This model is much more complicated and detailed. According to Kotter (1996), successful change can occur only when seventy-five percent of the stakeholders buy in and follow the change leader.
The first step is to create a sense of urgency. Leaders should have open and honest discussions about the needed change. It is important to find threats and look for opportunities for change (Kotter, 1996). In this step a strengths, weaknesses, opportunities and threats (SWOT) analysis strengthens the urgency and is used for the planning strategy (Osita, Idoko, & Nzekwe, 2014).
Step two is about forming powerful coalitions and team building. 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,

Show More
Related

  • Organic Evolution Of Change Case Study

    1242 Words  | 3 Pages

    Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the

    Read More

  • Leading Change by John P. Kotter

    1038 Words  | 3 Pages

    Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.

    Read More

  • Heart Of Change Essay

    2170 Words  | 5 Pages

    In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,

    Read More

  • Book Review of School Leadership that Works by Marzano

    567 Words  | 2 Pages

    Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

    Read More

  • AT&T Mision Vision and Values

    1279 Words  | 3 Pages

    ... organization to do so. Leaders galvanize commitment to embrace change through three interrelated activities: more usefulying strategic intent, building an organization, and shaping organizational culture.”(Pearce, 2004)

    Read More

  • John P. Kotter's Leading Change

    612 Words  | 2 Pages

    In his book, Leading Change, Dr. John P. Kotter communicates why organizations fail or succeed based on ten years of conducting research on more than 100 companies to see what contributed to their successful transformations and what hindered those transformations. “In October 2001 Business Week magazine reported a survey they conducted of 504 enterprises that rated Professor Kotter the number one “leading guru” in America.” The two significant aspects I took from this book were the reasons why change initiatives fail and an eight-stage process to lead the organization through a successful transformation.

    Read More

  • Change In John Kotter's A Sense Of Urgency

    778 Words  | 2 Pages

    Change is something that is necessary for the survival of a company, but can sometimes be difficult to instate. That is what is discussed in the book A Sense of Urgency by John Kotter. The central theme of this book is leadership, and how it is required to initiate change.

    Read More

  • Compare And Differences And Kotter's Change Management Model

    932 Words  | 2 Pages

    Change is inevitable and bound to happen in all aspects of life including business. Although change is important in an organization, it can also be seen as a strength and weakness. Effective leadership is about mastering change. One must be willing to change in order to grow and be successful. This paper will compare and contrast Kotter and Kurt Lewin step in their change management models. Furthermore, it will elaborate on the concepts and explain whether these methods can be used at the same time. In addition, this paper will include a Christian worldview of the information discussed and how it relates to the change management models.

    Read More

  • Analysis Of British Airways

    1601 Words  | 4 Pages

    One of the change models of Organizational Development was created by Kurt Lewin. It includes three phases: unfreeze, move or change, and refreeze (Lewin, 1951, 1958). Lewin’s model recognizes the impormance of changing the people in organization and the role of top management involvement to overcome the resistance of change.

    Read More

  • “Leading Change: Why Transformation Efforts Fail”

    860 Words  | 2 Pages

    “Leading Change: Why Transformation Efforts Fail” is an article written by John P. Kotter in the Harvard Business Review, which outlines eight critical factors to help leaders successfully transform a business. Since leading requires the ability to influence other people to reach a goal, the leadership needs to take steps to cope with a new, more challenging global market environment. Kotter emphasizes the mistakes corporations make when implementing change and why those efforts create failure; therefore, it is essential that leaders learn to apply change effectively in order for it to be beneficial in the long-term (Kotter).

    Read More

  • Alphabet Games Case Study

    1262 Words  | 3 Pages

    Step2: Make Short-Term Wins. Nothing persuades more than achievement. Inside of a brief time frame outline this could be a month or a year, contingent upon the sort of progress, that need to have some fast wins for the staff can see. Make fleeting targets not only one long haul objective. Change group may need to work hard to think of these objectives, yet every win that create can further inspire the whole

    Read More

  • Kotter's Process

    1245 Words  | 3 Pages

    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.

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    Hayes (2014), encourages change managers to keep an open line of communication with employees. Although these ones may not agree or support the upcoming change, they value the information being given to them at the onset and may eventually tolerate or accept the change. Therefore, it is important for change managers to not only communicate with employees, but provide relevant information, as the quality of the communication is of the utmost importance.

    Read More

  • General Model of Planned Change

    1857 Words  | 4 Pages

    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).

    Read More

  • Contemporary Issues in Management

    1159 Words  | 3 Pages

    One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...

    Read More

More about John Kotter's Model Of Change

Open Document