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Change Model - Kotter

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Change Phases

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


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.

T I P : Here you can discuss and learn a lot more about Kotter's change phases.

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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