Veränderungsphasen
(Kotter)

Wissenszentrum

   

Verhindern allgemeiner Fehler in Änderungprozessen. Erklärung der Veränderungsphasen von John Kotter. ('90)

Inhaltsverzeichnis

  1. Zusammenfassung
  2. Forum
  3. Best Practices
  4. Expert Tips
  5. Quellen
  6. Drucken

Häufig erfordert das Schaffen von Wert bedeutende Veränderung. John Kotter folgert in seinem Buch „A force for Change: How Leadership Differs from Management“ (1990), dass es acht Gründe gibt, warum viele Änderungprozesse misslingen:


Acht Gründe, warum viele Änderungprozesse misslingen

  • Erlauben zu vieler Komplexität.

  • Können keine substantielle Koalition bilden.

  • Verstehen nicht des Bedürfnisses für eine freie Vorstellung.

  • Können die Vision nicht klar mitteilen.

  • Ermöglichen die Errichtung von Straßensperren gegen die Vision.

  • Planen nicht für kurzfristige Resultate und realisieren sie nicht.

  • Sieg zu früh erklären.

  • Es misslingt die Änderungen in der Unternehmenskultur zu befestigen.

Das Veränderungsphasen-Modell

Um das Begehen von Fehlern zu verhindern, schuf Kotter das folgende Veränderungsphasen-Modell. Es besteht auch aus acht Schritten:

  1. Gründen Sie ein Gefühl der Dringlichkeit.

  2. Schaffen Sie eine Koalition.

  3. Entwickeln Sie eine klare Vision.

  4. Teilen Sie die Vision.

  5. Bevollmächtigen Sie Leute zum Entfernen von Hindernissen.

  6. Sichern Sie kurzfristige Gewinne.

  7. Konsolidieren Sie und machen Sie weiter .

  8. Befestigen Sie die Änderung.

Laut Kotter ist es entscheidend, den acht Phasen der Veränderung in der obengenannten genauen Reihenfolge zu folgen.


Buch: John Kotter - A force for Change -


Veränderungsphasen-Forum
  Fehler: erster Grund
Kotter spricht als ein Grund, warum Veränderungsprozesse scheitern von "Complacency". Dies bedeutet Selbstgefälligkeit oder Selbstzufriedenheit. Der Begriff Komplexität ist an dieser Stelle schlicht falsch....
     
 
  Add Unlearning to Kotter's Change Phase Model
Even when a lot has been discussed about why change process don't succeed and various points have been outlined, but I feel that the power of unlearning has been left out in all these discussion so far. Even Kotter's change theory does not tal...
     
 
  Kotter and Public Sector Change
As a 2yr MBA student and a middle manager within the fire service, I'm investigating an organisational change programme.
I am interested to hear of public sector organisational change programmes that have been based upon Kotter's 8 step model. ...
     
 
  How is the Change Presented and Communicated?
Though I believe that with change management substance is important, I believe that form is also important.
That which is first noticeable in the continuum of change is quite often form. With form, I'm suggesting that the way you present cha...
     
 
  Kotter Change Steps for Political Change
Since I learned the 8 steps change approach of Kotter, I've started following them in my business initiatives and I noticed that although not easy to do, it leads to success for sure if they are faithfully executed.
I've started a ...
     
 
  Using Kotter After Cameron and Quinn's Competing Values Framework
At the moment I am describing the organisational situation using the competing values framework (Cameron and Quinn) and would like to know if anybody has remarks/suggestions on how to best t...
     
 
  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 aware...
     
 
  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 o...
     
 

Veränderungsphasen Fachgruppe


Fachgruppe

Veränderungsphasen Bildung & Veranstaltungen


Finden Sie Trainings, Seminare und Veranstaltungen


Best Practices - Veränderungsphasen Premium
  The Roles of Top and Middle Management in Change
Top management must commit itself in words and deeds to accomplish the planned change. We must go more for substance rather than form. Engagement is necessary and the role of middle management is crucial as facilitators and communicator...
     
 
  Disadvantages of the Kotter Change Theory
I would like to know If someone thinks there are disadvantages to using the Kotter Change Phases theory?...
     
 

Expert Tips (ENG) - Change Phases Premium
 

Creating the Right Conditions Before Implementing the 8 Steps

Kotter's 8-Step Change Process is clear, concise and simple to implement. It is a superb framework for change.
Before implementing it, please e...
Usage (application): Things to do Before Starting a Major Change Initiative
 
 
 

Personal Networks of Successful Change Agents

Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accomplish things. For this reason ...
Usage (application): Leading Major and Minor Change Initiatives
 
 
 

Leadership Strategies for Change

In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through Change program, in whic...
Usage (application): Initiate, implement, develop and sustain change
 
 
 

Why Employee Involvement (Phases 1-5) is so Important

The concept of bases of social power is very important for organizations in the context ...
Usage (application): Acknowledging the Power of Employees
 
 
 

Strategic Change is Acausal and Subject to Equifinality

The change phases concept by Kotter represents a traditional reflection on the problem of strategic change, the constructivist systematic approach of ...
Usage (application): Understanding the True Complexity of Organizational Change
 
 
 

Key Success Factors when you're Designing your Change Management Program

In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, December 20, 2010), Ashley Harshak...
Usage (application): Best Practices, Change Management, Organizational Change
 
 
 

Innovating Under the Radar

If somewhere below in a large corporation an innovator has a very bright, daring, promising but for some perhaps also threatening idea, the traditiona...
Usage (application): Avoiding 5 Obstacles to Major Innovation
 
 
 

Assessing the Risks of Change and the Organization’s Capacity for Change

In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kathryn E. Newcomer argue that th...
Usage (application): Leading Change
 
 
 

Causes for Resistance Behavior

Identifying the forces against change involves a two-step approach. First, the change agent needs to identify resistance behaviors, which can r...
Usage (application): Identify Forces Against Change
 
 
 

Unfreezing, Moving, Freezing

Kotter's Change Phases are a further refinement of the 3 phases/stages of change identified by early 20th century psychologist Kurt Lewin:  
 
 

Strategic Change: Why, What, When, Who and How

If we need to change strategically, we need to think about why, what, when, who and how:
- Why do we want to change? - the constraints imp...
Usage (application): Preparing Strategic Change
 
 
 

The 7C Framework for Successful Personal and Professional Change

In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that can guide one successfully thro...
Usage (application): Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change
 
 
 

A Closer Look at How Change and Innovation Decisions are Made

Kim, T (2015) elaborates on decision making on "non-routines" or innovations. According to him, non-routines can be seen as innovation in the sense th...
Usage (application): Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making
 
 
 

The Role of the CEO in Strategic Change Initiation

In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized.
An interesting view to s...
Usage (application): Communicating Strategic Change
 
 

Quellen - Veränderungsphasen Premium
 

Nachrichten

Veränderung Phasen
     
 

Nachrichten

Veränderung Kotter
     
 

Videos

Veränderung Phasen
     
 

Videos

Veränderung Kotter
     
 

Präsentationen

Veränderung Phasen
     
 

Präsentationen

Veränderung Kotter
     
 

Mehr

Veränderung Phasen
     
 

Mehr

Veränderung Kotter
     

Vergleichen Sie mit den Veränderungsphasen:   Sechs Veränderungsansätze  |  Vergessen Leihen Lernen  |  Organische OrganisationKraftfeldanalyse  |  Appreciative Inquiry-Methode  |  Positive Abweichung  |  Veränderung von OrganisationskulturenKulturtypen  |  Kerngruppen-Theorie  |  Theorie des geplanten VerhaltensBusiness Process Reengineering  |  Kaizen-KonzeptVeränderungsmanagement  |  DICE Rahmenwerk  |  VeränderungsgleichungDimensionen der Veränderung  |  Resultatsorientiertes Management  |  Kausales Modell organisatorischer Leistung und Veränderung


Zurück zur Managementdisziplin: Veränderung & Organisation  |  Human Resources  |  Führung  |  Programm- & Projektmanagement  |  Strategie


Mehr Managementmethoden, Modelle und Theorie

Special Interest Group Leader

Sie hier


Über 12manage | Werbung | Verlinken Sie uns | Datenschutz | Rechtlicher Hinweis
Copyright 2016 12manage - E-Learning Gemeinschaft zum Thema Management. V14.1 - Letzter Update: 28-9-2016. Alle Namen tm durch ihre Inhaber.