Change Phases [변화 단계]
(Kotter)

지식 센터

   

변화 프로세스에서 발생되는 일반적인 실수 예방. John Kotter의 변화단계 설명 ('90)

목차

  1. 요약
  2. 포럼
  3. 모범 사례
  4. Expert Tips
  5. 자료
  6. 인쇄

종종 가치창출은 중대한 변화를 필요로 한다. John Kotter는 그의 저서 "A force for Change : How Leadership Differs from Management"(1990) 에서 많은 변화 프로세스가 성공하지 못하는 8가지 이유를 밝히고 있다.


많은 변화 프로세스가 성공하지 못하는 8가지 이유

  • 너무 많은 복합성 허용.

  • 견고한 연합을 구축하는데 실패

  • 명백한 비전의 필요성을 이해하지 못함.

  • 비전을 명확하기 커뮤니케이션하는데 실패.

  • 비전을 막는 장애물을 용납.

  • 단기결과를 계획하지 않고, 그것을 모르고 있음.

  • 너무 일찍 승리를 선언.

  • 기업문화에 변화를 뿌리내리지 못함.

변화단계 모델

이러한 실수를 예방하기 위해, 는 다음의 변화단계모델을 창안하였다. 그것은 8개 단계로 구성되어 있다.

  1. 긴박함을 조성하라.

  2. 연합을 이루어라.

  3. 명백한 비전을 개발하라.

  4. 비전을 공유하라.

  5. 명백한 장애물에 대한 권한을 부여하라.

  6. 단기적인 승리를 확보하라.

  7. 단합하고 계속 나아가라.

  8. 변화를 뿌리내려라.

Kotter에 따르면, 위에서 말한 순서대로 정확하게 변화의 8단계를 따르는 것이 가장 중요하다.


참고도서: John Kotter - A force for Change -


변화 단계 포럼
  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...
     
 

변화 단계 시그(SIG)


시그(SIG)

변화 단계 교육 및 이벤트


교육, 세미나 및 이벤트 찾기


모범 사례 - 변화 단계 프리미엄
  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 프리미엄
 

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 Organizations 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 Cs 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
 
 

자료 - 변화 단계 프리미엄
 

뉴스

변화 단계 Kotter
     
 

뉴스

변화 단계
     
 

영화

변화 단계 Kotter
     
 

영화

변화 단계
     
 

프리젠 테이션

변화 단계 Kotter
     
 

프리젠 테이션

변화 단계
     
 

변화 단계 Kotter
     
 

변화 단계
     

변화단계 관련개념 :  6가지 변화 접근법  |  Forget Borrow Learn 모형  |  Organic Organization [유기 조직]  |  Force Field Analysis[역장 분석]  |  Appreciative Inquiry [감상적 조사법]  |  Positive Deviance [긍정적 일탈]  |  Changing Organization Cultures [조직문화의 변화]  |  Core Group Theory [핵심그룹 이론]  |  계획된 행동  |  Business Process Reengineering [BPR, 사업재구축]  |  Kaizen[카이젠, 개선기법]  |  Change Management [변화 관리]  |  DICE 모델  |  변화 모형 Beckhard  |  Dimensions of Change [전략적 변화의 영역]  |  Result Oriented Management [결과지향적 관리]


다른 페이지로 이동: Change & Organization [변화와 조직]  |  인적 자원  |  리더십  |  프로그램과 프로젝트 관리  |  전략


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