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Souvent, créer de la valeur exige un changement significatif. John Kotter conclu dans son livre « A force for Change : How Leadership Differs from Management » (1990) qu'il y a huit raisons pour lesquelles beaucoup de processus de changement ne réussissent pas :

Huit raisons pour lesquelles beaucoup de processus de changement ne réussissent pas

Permettre trop de complexité.
Echouer à construire une coalition substantielle.
Ne pas comprendre le besoin de vision claire.
Echouer à communiquer clairement la vision.
Laisser faire barrage à la vision.
Ne pas planifier les résultats à court terme et ne pas les réaliser.
Déclarer la victoire trop tôt.
Ratez l'ancrage des changements à la culture de l'entreprise.

Le Modèle des Phases de Changement

Pour empêcher de faire ces erreurs, Kotter a créé le modèle suivant des Phases de Changement. Il comprend également huit étapes :

Établissez un sens des priorités.
Créez une coalition.
Développez une vision claire.
Partagez la vision.
Responsabilisez les personnes pour enlever les obstacles.
Fixez les buts à court terme.
Consolidez et continuez à avancer.
Ancrez le changement.

Selon Kotter, il est crucial de suivre les huit phases du changement dans la séquence exacte ci-dessus.

Livre : John Kotter - A force for Change -

Groupe d'Intérêt Spécial Phases du Changement

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Forum sur Phases du Changement

Discussions sur le sujet: Phases du Changement.

🔥	NOUVEAU Phases de Changement de Kotter La vision et son partage doivent précéder la phase de priorisation. De la vision doit découler des projets articulés da (...)

	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 (...)

	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 (...)

	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 (...)

	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 (...)

Meilleures Pratiques sur Phases du Changement

Ici vous trouverez les discussions les plus précieuses du passé.

🥇	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 (...)

	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 (...)

Conseils d'Experts sur Change Phases (Anglais)

Ici vous trouverez des conseils d'experts.

	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 (...)

Sources d'Information sur Phases du Changement

Ici vous trouverez des présentations PowerPoint, des vidéos de micro-apprentissage et dautres sources dinformation.

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