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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:

Stabilire un senso di urgenza.
Creare una coalizione.
Sviluppare una vision chiara.
Condividere la vision.
Autorizzare la gente ad eliminare gli ostacoli.
Assicurare le vittorie di breve durata.
Consolidare e continuare a muoversi.
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 -

Gruppo di Interesse Speciale Fasi del Cambiamento

Gruppo di Interesse Speciale (9 membri)

Forum sul Fasi del Cambiamento

Discussioni sul tema: Fasi del Cambiamento.

	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 (...)

	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 (...)

	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 (...)

Migliori Pratiche sul Fasi del Cambiamento

Qui troverai le discussioni più preziose del passato.

🥇	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 (...)

Consigli degli Esperti sul Change Phases (Inglese)

Qui troverai consigli da parte di esperti.

	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 (...)

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