Fasi del Cambiamento
(Kotter)

Centro di Conoscenza

Spesso, creare valore richiede un cambiamento significativo. John Kotter concluse in un suo libro "A force for Change: How Leadership Differs from Management„ (1990) che ci sono otto ragioni per le quali molti processi del cambiamento non hanno successo:

Otto ragioni per le quali molti processi del cambiamento non hanno successo

• Permettere troppa complessità.

• Non riuscire a sviluppare una coalizione notevole.

• Non capire l'esigenza di una vision chiara.

• Non riuscire a comunicare chiaramente la vision.

• Blocchi stradali contro la vision.

• Non progettare risultati a breve termine e non realizzarli.

• Dichiarare vittoria troppo presto.

• Evitare di collegare i cambiamenti alla cultura aziendale.

 Il modello di fasi del cambiamento

Per evitare di fare questi errori, Kotter ha creato il seguente modello di Fasi del Cambiamento. Consta di otto fasi:

1. Stabilire un senso di urgenza.

2. Creare una coalizione.

3. Sviluppare una vision chiara.

4. Condividere la vision.

5. Autorizzare la gente ad eliminare gli ostacoli.

6. Assicurare le vittorie di breve durata.

7. Consolidare e continuare a muoversi.

8. Ancorare il cambiamento.

Secondo Kotter, è cruciale seguire le otto fasi di cambiamento nella suddetta sequenza esatta.

Referenza Bibliografica: John Kotter - A force for Change -

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Paragonare a Fasi del Cambiamento:  Sei Metodi di Cambiamento  |  Dimenticare, Prendere in Prestito ed Imparare  |  Organizzazione Organica  |  Analisi del Campo di Forza  |  Inchiesta Elogiativa  |  Devianza Positiva  |  Cambiare la Cultura Organizzativa  |  Tipi Culturali  |  Teoria del Gruppo Centrale  |  Pianificazione del Comportamento  |  Business Process Reengineering  |  Kaizen  |  Change Management  |  DICE Framework  |  Modello di Cambiamento di Beckhard  |  Dimensioni del Cambiamento  |  Gestione Orientata ai Risultati  |  Modello Causale delle Performance e del Cambiamento Organizzativi

Ritornare alla Disciplina di Gestione: Cambiamento & Organizzazione  |  Risorse Umane  |  Leadership  |  Pianificazione & Project Management  |  Strategia

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