CHANGE & An Overview of Kotter’s 8 Step Change Model

Excerpted from … http://www.mindtools.com/pages/article/newPPM_82.htm

Step 1: Create Urgency

What you can do:

  • Identify potential threats , and develop scenarios showing what could happen in the future.
  • Examine opportunities that should be, or could be, exploited.
  • Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking.
  • Request support from customers, outside stakeholders and industry people to strengthen your argument.

Step 2: Form a Powerful Coalition

What you can do:

  • Identify the true leaders in your organization, as well as your key stakeholders .
  • Ask for an emotional commitment from these key people.
  • Work on team building within your change coalition.
  • Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company.

Step 3: Create a Vision for Change

What you can do:

  • Determine the values that are central to the change.
  • Develop a short summary (one or two sentences) that captures what you “see” as the future of your organization.
  • Create a strategy to execute that vision.
  • Ensure that your change coalition can describe the vision in five minutes or less.
  • Practice your “vision speech” often.

Step 4: Communicate the Vision

What you can do:

  • Talk often about your change vision.
  • Address peoples’ concerns and anxieties, openly and honestly.
  • Apply your vision to all aspects of operations ā€“ from training to performance reviews. Tie everything back to the vision.
  • Lead by example .

Step 5: Remove Obstacles

What you can do:

  • Identify, or hire, change leaders whose main roles are to deliver the change.
  • Look at your organizational structure, job descriptions, and performance and compensation systems to ensure they’re in line with your vision.
  • Recognize and reward people for making change happen.
  • Identify people who are resisting the change, and help them see what’s needed.
  • Take action to quickly remove barriers (human or otherwise).

Step 6: Create Short-Term Wins

What you can do:

  • Look for sure-fire projects that you can implement without help from any strong critics of the change.
  • Don’t choose early targets that are expensive. You want to be able to justify the investment in each project.
  • Thoroughly analyze the potential pros and cons of your targets. If you don’t succeed with an early goal, it can hurt your entire change initiative.
  • Reward the people who help you meet the targets.

Step 7: Build on the Change

What you can do:

  • After every win, analyze what went right, and what needs improving.
  • Set goals to continue building on the momentum you’ve achieved.
  • Learn about kaizen , the idea of continuous improvement.
  • Keep ideas fresh by bringing in new change agents and leaders for your change coalition.

Step 8: Anchor the Changes in Corporate Culture

What you can do:

  • Talk about progress every chance you get. Tell success stories about the change process, and repeat other stories that you hear.
  • Include the change ideals and values when hiring and training new staff.
  • Publicly recognize key members of your original change coalition, and make sure the rest of the staff ā€“ new and old ā€“ remembers their contributions.
  • Create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten.