Change Phases
(Kotter)

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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 complacency.

  • 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 (more).
  2. Create a coalition (more).
  3. Develop a clear vision (more).
  4. Share the vision (more).
  5. Empower people to clear obstacles (more).
  6. Secure short-term wins (more).
  7. Consolidate and keep moving (more).
  8. Anchor the change (more).

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 -


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  Neglecting the Change Phases
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  Kotter's New 8 Accelerators for Strategic Change (26 reactions)
KOTTER'S ORIGINAL 8-STEP METHOD John Kotter published his “...
 
 
 
 
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  Disadvantages of the Kotter Change Theory (11 reactions)
I would like to know If someone thinks there are disadvantag...
 
 
 
 
  How to Secure Short-term Wins (Kotter)? Ideas
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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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