Phases du Changement
(Kotter)

Centre de Connaissances

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 :

1. Établissez un sens des priorités.

2. Créez une coalition.

3. Développez une vision claire.

4. Partagez la vision.

5. Responsabilisez les personnes pour enlever les obstacles.

6. Fixez les buts à court terme.

7. Consolidez et continuez à avancer.

8. 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

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Meilleures Pratiques Inscrivez-vous Les sujets les mieux notés sur Phases du Changement. Vous trouverez ici les idées les plus précieuses et des suggestions pratiques. 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 commentaires 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 commentaires 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 commentaires 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 commentaires 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 commentaires 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 commentaires 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 commentaires

Conseils d'Experts Inscrivez-vous Idées avancées sur Change Phases (Anglais). Vous trouverez ici des conseils professionnels d'experts. 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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