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“In the most successful change efforts, leaders move through eight
complicated stages,” says Professor Kotter, “in which they
“Each of these actions takes time. Step 1. alone, pushing up the level of
urgency, may take months in a complacent organisation of any size.
Formulating an appropriate vision or strategy may be done in weeks. But, it
often requires 12 or even 24 months.
www.TheLeadershipHub.com
www.TheLeadershipHub.com
Create a
Use credibility to Kotter Õs 8 compelling vision
change policies & 7. 3.
procedures that Steps for of the future to
Consolidate Create a guide the
don Õt fit vision.
Recruit and improvements Managing vision
direction of the
change
promote Change
employees who
can implement
vision
Use every possible
6. vehicle to
4.
Plan for and communicate the
Communicate vision. Role -model
Create short - the vision
new behaviours
Plan visible quick -wins.
Implement and recognise term wins 5.
and reward employees Empower
involved
others Remove obstacles to the change. Change
systems, or structures that undermine the
vision
Each stage of John Kotter’s 8-Step Model is explained a little more fully, with
some examples, on his website called The Heart of Change. Click on the site
link, http://www.theheartofchange.com . Then, once in the site, click on ‘The 8
Steps’. There are other useful examples from the book of the same name on
the site, and a change insight tool you might find useful.
SOURCE: This Hub Fast Guide was put together for The Leadership Hub
Community www.TheLeadershipHub.com by Hub members Phil Dourado
www.PhilDourado.com and Joe Espana www.performance-equations.co.uk