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Change Phases

The optimal steps in a change process: Summary of Kotter's Change Model. Abstract

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John Kotter

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 complacency

  • 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:

  1. Establish a sense of urgency

  2. Create a coalition

  3. Develop a clear vision

  4. Share the vision

  5. Empower people to clear obstacles

  6. Secure short-term wins

  7. Consolidate and keep moving

  8. 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


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