Combining Kotter's Change Approaches?

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Six Change Approaches > Best Practices > Combining Kotter's Change Approaches?

Combining Kotter's Change Approaches?
Dr. Honarpisheh
It is a prerequisite to the selection of the appropriate change approach to understand the change management iceberg model of Kruger and the above attitudes and behavior of people towards the change plan in the organization.
Can't we say then, that different approaches should be applied to different (groups of) people in the organization?

Six Change Approaches (Kotter)
Denise Marchese
Of the six Education and Communication and Participation and Involvement are key to buy-in. Coercion may be effective short term buy may lead to low morale and retention issues.

Careful with Combining Multiple Change Approaches
Farry B Jeffrey
I do not agree that different approaches should be applied in the same organization. This would cost the organization an arm and a leg. The iceberg itself says that the opponents should be approached differently from the supporters. If Dr Honarpisah means this by different approach it is already included. But usually a combined approach means asking for different resources as well. An approach should not use more different techniques than necessary.

Managing Change
Not someone else who thinks that change management is all about attitudes and behaviors. One would not attempt to change the culture of a Chinese or Japanese company so why do we think we can do this in the west? There are six basic dimensions of change of which culture and climate are only one dimension underpinned by process.

Talk about improvement or take the resistence out
William Gomes
If the change culture can not be accepted by everyone, to work in the some way, no organization can really live like this from now on. So the point is: or the people have the positive position or have to be put out. If you can not, then you have to get out!

Peter A Hunter
There are two managers. Theory X who drives performance and drives change, and by driving them causes them to fail. The Theory Y manager supports, recognizes and succeeds. No contest.

Change is Possible and Using a Mix of Approaches is Necessary
Changing attitudes happens in less than a second. Behavior takes longer but of course change is possible. Japanese and Chinese companies also change, it's a myth that they don't.

Using a mix of approaches is necessary since there are always early adopters who are positive to any change, and there are people who are afraid of change no matter what. That will always be the case and although I think that Education and Communication alongside with Participation and Involvement is the preferred way to go, there are times when other more brutal and forceful approaches are needed.

Enable People to cope with Change
Change needs to be understood and appropriately managed in such a way that people can cope with it. Change can be unsettling and managers have to logically deal with introducing change.

Change is possible
Nyatse,DanAsabe Alu
The reason why most employees reject change is in the manner of implementation. Change is possible if properly communicated. Theory 'X' does not go down well when it comes to change.

Combining Kotter's Six Change Approaches
Abdourahmane DIOP, Management Consultant, Senegal, Member
As it is presented here, one may think you choose one approach or the other. Yet combining the six approaches seems for me the best way to deal with resistance. As a matter of fact, when you face resistance to change, the best way to act is to proceed by persuasion. That means to work on communication to make understanding easy and to fight back uncertainty and fear. In so doing, your objective is to make people accept the change project and to participate in conceiving it and be involved in running it.
Anyway, you will always face people who won't accept the change just because they don't want to change. When those people act to make your change project fail, you need to be firm. Do not hesitate to punish them and meanwhile you promote those who support the project.

But I still think that change management is not a matter of enforcement or something alike. I understand very well that some people will not accept to change whatever your strategy. Then why use force or "be firm". For me, the solution is to inform and to work with those who are convinced. In my point of view, there is no organization in which all workers share the culture of the admitted values. What is important is to have an important part of workers (mor than 2/3. Who involve in the change project. The results obtained will lead the reluctant people to join the movement though they are not convinced.

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