Change Phases
(Kotter)

Preventing common mistakes in change processes. Explanation of Change Phases of John Kotter. ('90)

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 do not succeed:

Eight reasons why many change processes don't succeed

• Allowing too much complexity.

• Failing to build a substantial coalition.

• Not understanding the need for a clear vision.

• Failing to clearly communicate the vision.

• Permitting roadblocks against the vision.

• Not planning for short term results and not realizing them.

• Declaring victory too soon.

• Fail to anchor changes in corporate culture.

The change phases model

To prevent making these mistakes, Kotter created the following Change Phases model. It consists also out of eight steps:

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.

Book: John Kotter - A force for Change -

Change Phases Forum

Stephen - USA

Neglecting the Change Phases

"I lead a change process where I was acutely aware of the fact that the initiation of change was based on a positive vision but nothing was broken, we had no "burning platform". I was not in the position to generate one either. Having the awareness that nothing was broken that needed fixing has been very valuable in the communication of the benefits of the change."

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Ken - USA

Our Iceberg Is Melting

"A recent book by Kotter is: Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions. In this light, quick read in the form of an allegory, Kotter explains his 8-step framework for effective corporate change through the tale of a colony of Antarctic penguins facing danger. By using this form and appealing to the 'human side' of change, Kotter makes his model more accessible to the broad range of people needed to effect major organizational transformations. "

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Compare with the Change Phases:  Six Change Approaches  |  Forget Borrow Learn  |  Organic Organization  |  Force Field Analysis  |  Appreciative Inquiry  |  Positive Deviance  |  Changing Organization Cultures  |  Culture Types  |  Core Group Theory  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  Change Management  |  DICE Framework  |  Change Model Beckhard  |  Dimensions of Change  |  Result Oriented Management  |  Causal Model of Organizational Performance and Change

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