The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the steps can be enough for the whole initiative to fail. By paying close attention to these 8 steps, you can avoid many frequently made mistakes in changing organizations and avoid wasting a lot of money and effort.
According to John Kotter, for an (organizational) change to ever happen, the first step has to be to make the whole company/organization really want it.
Some ideas to achieve a sense of urgency are:
Analyze various parties and their interests (see Force Field Analysis , Stakeholder Analysis ).
Analyze threats and opportunities (see SWOT Analysis).
Develop scenarios (see Scenario Planning).
Obtain support from stakeholders, shareholders, customers, experts, consultants, etc. (see Stakeholder Analsysis).
Start open discussions among the management and workforce (see Appreciative Inquiry).
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