Veränderungsphasen
(Kotter)

Wissenszentrum






Zusammenfassung, Forum, Best Practices, Expertentipps und Ressourcen.


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 Selbstgefälligkeit (Selbstzufriedenheit).

  • 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 -


Fachgruppe - Veränderungsphasen


Fachgruppe (23 Mitglieder)


Forum - Veränderungsphasen  

Diskussionen über Veränderungsphasen.


  Kotter's New 8 Accelerators for Strategic Change
KOTTER'S ORIGINAL 8-STEP METHOD John Kotter published his “Leading Change” article in the 1995 issue of HBR. He introdu (...)
 
 
 
 
  Why do so Many Change Processes Fail?
Most often change processes do not succeed because of some ASSUMPTIONS we make before and during the change process. (...)
 
 
 
 
  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 visi (...)
 
 
 
 
  Using Kotter After Cameron and Quinn's Competing Values Framework
At the moment I am describing the organisational situation using the (Cameron and Quinn) and would like to know if anyb (...)
 
 
 
 
  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 (...)
 
 
 
 
  How to Create a Coalition (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  How to Develop a Clear Vision (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  How to Share / Communicate the Vision (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  Kotter's Dual Operating System
John Kotter in his book proposes a dual operating system: the hierarchy to take care of business and the network to res (...)
 
 
 
 
  Organizational Change: Why Establish a Sense of Urgency First?
Let's focus on point number one of Kotter's Change Phases model. The statement/phrase, "Establish a sense of urgency", (...)
 
 
 
 
  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 noti (...)
 
 
 
 
  How to Clear Obstacles (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  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 f (...)
 
 
 
 
  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 (...)
 
 
 
 
  Our Iceberg Is Melting
A recent book by Kotter is: Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions. In this light, quick r (...)
 
 
 
 

Best Practices - Veränderungsphasen

Hier finden Sie die wertvollsten Diskussionen aus der Vergangenheit.


  How to Establish a Sense of Urgency (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  Disadvantages of the Kotter Change Theory
I would like to know If someone thinks there are disadvantages to using the Kotter Change Phases theory? (...)
 
 
 
 
  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 rat (...)
 
 
 
 
  How to Secure Short-term Wins (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  How to Anchor the Change (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 
  How to Consolidate and Keep Moving (Kotter)? Ideas
The 8-Step Change Model sets out the eight key phases of any major change effort, arguing that neglecting any of the ste (...)
 
 
 
 

Expert Tips (ENG) - Change Phases

Hier finden Sie Ratschläge von Experten.


 

Creating the Right Conditions Before Implementing the 8 Steps

Things to do Before Starting a Major Change Initiative (...)
 
 
 

Personal Networks of Successful Change Agents

Leading Major and Minor Change Initiatives (...)
 
 
 

Leadership Strategies for Change

Initiate, implement, develop and sustain change (...)
 
 
 

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

Acknowledging the Power of Employees (...)
 
 
 

Strategic Change is Acausal and Subject to Equifinality

Understanding the True Complexity of Organizational Change (...)
 
 
 

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

Best Practices, Change Management, Organizational Change (...)
 
 
 

Innovating Under the Radar

Avoiding 5 Obstacles to Major Innovation (...)
 
 
 

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

Leading Change (...)
 
 
 

Causes for Resistance Behavior

Identify Forces Against Change (...)
 
 
 

Unfreezing, Moving, Freezing

Change Management (...)
 
 
 

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

Preparing Strategic Change (...)
 
 
 

A Closer Look at How Change and Innovation Decisions are Made

Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making (...)
 
 
 

The Role of the CEO in Strategic Change Initiation

Communicating Strategic Change (...)
 
 
 

The 7C Framework for Successful Personal and Professional Change

Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change (...)
 
 

Quellen - Veränderungsphasen

Hier finden Sie PowerPoint-Präsentationen, Micro-Learning-Videos und weitere Informationsquellen.



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 spezialisiert? Melden Sie sich kostenlos an


 


Über 12manage | Werbung | Link zu uns / Zitieren Sie uns | Datenschutz | Vorschläge | Rechtlicher Hinweis
© 2020 12manage - The Executive Fast Track. V15.3 - Letzter Update: 19-1-2020. Alle Namen ™ ihren Inhaber.