Las fases del Cambio
(Kotter)

Centro de Conocimiento

A menudo, crear valor requiere un cambio importante. John Kotter concluye en su libro “A force for Change: How Leadership Differs from Management” (1990), que hay ocho razones por las cuales muchos procesos del cambio no tienen éxito:

Ocho razones por las que muchos procesos del cambio no tienen éxito

• Permitir demasiada complejidad.

• No poder construir una coalición substancial.

• No entender la necesidad de una visión clara.

• El no poder comunicar claramente la visión.

• Permitir barricadas contra la visión.

• No planificar los resultados a corto plazo y/o no alcanzarlos.

• Declarar victoria demasiado pronto.

• Fallar en anclar el cambio en la cultura de la organización.

El modelo de cambio en fases

Para evitar incurrir en estos errores, Kotter creó el siguiente modelo de Change Phases (Las fases del Cambio). Consistente también en ocho pasos:

1. Establezca un sentido de la urgencia.

2. Cree una coalición.

3. Desarrolle una visión clara.

4. Comparta la visión.

5. De autoridad a la gente para despejar los obstáculos.

6. Asegure los triunfos a corto plazo.

7. Consolide el cambio y siga moviéndose.

8. Ancle el cambio en la cultura de la empresa.

Según Kotter, es crucial seguir las ocho fases del cambio, en la secuencia exacta antes enunciada.

Libro: John Kotter - A force for Change -

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Compare Change Phases (Las fases del Cambio), con:   Seis Aproximaciones sobre el Cambio  |  Olvidar, Tomar Prestado y Aprender  |  Organización Orgánica  |  Análisis del Campo de Fuerzas  |  Indagación Apreciativa  |  Desviación Positiva  |  Consideraciones para Cambiar la Cultura de Organizaciones  |  Tipos de Cultura Corporativa  |  Teoría del Grupo Central  |  Planned Behavior  |  Reingeniería  |  Kaizen  |  Gestión del Cambio  |  Marco de Evaluación DICE  |  Modelo de Cambio Beckhard  |  Dimensiones del Cambio  |  Gerencia Orientada por Resultados  |  Modelo Causal de Desempeño e Cambio Organizacional

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