|
Often, creating
value requires significant change. John Kotter
concluded in his book "A force for Change: How Leadership Differs from
Management" (1990) that there are eight reasons why many change
processes fail:
-
Allowing too much
complexity
-
Failing to build
a substantial coalition
-
Understanding
the need for a clear vision
-
Failing to
clearly communicate the vision
-
Permitting
roadblocks against the vision
-
Not planning and
getting short-term wins
-
Declaring
victory too soon
-
Not anchoring
changes in corporate culture
To prevent making these
mistakes, Kotter created the following eight change phases model:
-
Establish a
sense of urgency
-
Create a
coalition
-
Develop a clear
vision
-
Share the vision
-
Empower people
to clear obstacles
-
Secure
short-term wins
-
Consolidate and
keep moving
-
Anchor the
change
According to
Kotter, it is crucial to follow the eight phases of change in the above
exact sequence.
Compare with the
Change Phases: Six
Change Approaches |
Organic
Organization |
Force Field Analysis
|
Changing Organization Cultures | Core Groups |
Planned Behavior
| Business Process Reengineering
| Kaizen |
Change Management
| History of VBM
| Change Model Beckhard
| Dimensions of Change
| Result Oriented
Management
More management models
|
