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

Foro Nuevo Tema Foro sobre Fases del Cambio. Emotions During Organizational Change: the Change Curve Swiss-American psychiatrist Kübler-Ross in her 1969 book "On Death and Dying" described 5 stages of grief to describe th (...) 36   15 comentarios Using Kotter After Cameron and Quinn's Competing Values Framework At the moment I am describing the organisational situation using the competing values framework (Cameron and Quinn) and (...) 13   1 comentarios 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 (...) 11   1 comentarios 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 (...) 10   0 comentarios 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 (...) 9   0 comentarios 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 (...) 9   0 comentarios 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 (...) 9   0 comentarios 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 (...) 9   0 comentarios Kotter's Dual Operating System John Kotter in his book Accelerate proposes a dual operating system: the hierarchy to take care of business and the netw (...) 8   1 comentarios 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", (...) 6   0 comentarios 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 (...) 5   2 comentarios 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 (...) 5   0 comentarios 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 (...) 4   4 comentarios 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 (...) 3   1 comentarios 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 (...) 3   1 comentarios How to Structure Large Scale Change Efforts Hello All: For a textbook chapter that I am authoring, I am compiling a list of different change effort structures that (...) 1   7 comentarios

Mejores Prácticas Regístrate Los temas mejor valorados sobre Fases del Cambio. Aquí encontrará las ideas más valiosas y sugerencias prácticas. 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 (...) 52   26 comentarios 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. (...) 33   45 comentarios 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 (...) 17   0 comentarios 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 (...) 16   0 comentarios Disadvantages of the Kotter Change Theory I would like to know If someone thinks there are disadvantages to using the Kotter Change Phases theory? (...) 15   11 comentarios 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 (...) 11   0 comentarios 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 (...) 11   6 comentarios

Consejos de Expertos Regístrate Conocimientos avanzados sobre Change Phases (Inglés). Aquí encontrará consejos profesionales de expertos. Creating the Right Conditions Before Implementing the 8 Steps Things to do Before Starting a Major Change Initiative Kotter's 8-Step Change Process is clear, concise and simple to implement. It is a superb framework for change.Before im (...) Personal Networks of Successful Change Agents Leading Major and Minor Change Initiatives Organizational change is often difficult to achieve because it disturbs the hierarchical structures and the way to accom (...) Leadership Strategies for Change Initiate, implement, develop and sustain change In response to the high rate of change failure, Ken Blanchard and his team have developed the Blanchard Leading Through (...) Why Employee Involvement (Phases 1-5) is so Important Acknowledging the Power of Employees The concept of bases of social power is very important for organizations in the context of change initiatives. The sour (...) Strategic Change is Acausal and Subject to Equifinality Understanding the True Complexity of Organizational Change The change phases concept by Kotter represents a traditional reflection on the problem of strategic change, the construc (...) Key Success Factors when you're Designing your Change Management Program Best Practices, Change Management, Organizational Change In their article "Making Change Happen, and Making It Stick" (published in the online edition of strategy+business, Dece (...) Innovating Under the Radar Avoiding 5 Obstacles to Major Innovation If somewhere below in a large corporation an innovator has a very bright, daring, promising but for some perhaps also th (...) Assessing the Risks of Change and the Organization’s Capacity for Change Leading Change In their book "Transforming Public and Nonprofit Organization – Stewardship for Leading Change", James Edwin Kee and Kat (...) Causes for Resistance Behavior Identify Forces Against Change Identifying the forces against change involves a two-step approach. First, the change agent needs to identify resistance (...) Unfreezing, Moving, Freezing Change Management Kotter's Change Phases are a further refinement of the 3 phases/stages of change identified by early 20th century psycho (...) Strategic Change: Why, What, When, Who and How Preparing Strategic Change If we need to change strategically, we need to think about why, what, when, who and how: - Why do we want to change? - (...) A Closer Look at How Change and Innovation Decisions are Made Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making Kim, T (2015) elaborates on decision making on "non-routines" or innovations. According to him, non-routines can be seen (...) The Role of the CEO in Strategic Change Initiation Communicating Strategic Change In management literature the role of the CEO in formulating and implementing strategic change has often been emphasized. (...) The 7C Framework for Successful Personal and Professional Change Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change In the article 'Managing Yourself: How to Embrace Complex Change", Brimm (2015) provides a framework of seven C’s that c (...)

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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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