Fasi del Cambiamento
(Kotter)

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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:

  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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Gruppo di Interesse Speciale Fasi del Cambiamento .



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Forum sul Fasi del Cambiamento.


Emotions During Organizational Change: the Change Curve
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35
 
15 reazioni
 
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 reazioni
 
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 (...)
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7 reazioni
 
Migliori Pratiche

Gli argomenti di discussione più votati su Fasi del Cambiamento. Qui troverai le idee più preziose e suggerimenti pratici.


🥇 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 (...)
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26 reazioni

 
🥈 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. (...)
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🥉 Neglecting the Change Phases
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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
 
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Disadvantages of the Kotter Change Theory
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15
 
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Using Kotter After Cameron and Quinn's Competing Values Framework
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13
 
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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 (...)
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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 (...)
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6 reazioni

 
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 (...)
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1 reazioni

 
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
 
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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 reazioni

 
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
 
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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 reazioni

 
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 (...)
8
 
1 reazioni

 
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
 
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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
 
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How to Clear Obstacles (Kotter)? Ideas
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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
 
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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 (...)
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1 reazioni

 
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 (...)
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1 reazioni

 
Consigli degli Esperti

Approfondimenti avanzati sul Change Phases (Inglese). Qui troverai consigli professionali 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

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Assessing the Risks of Change and the Organization’s Capacity for Change

Leading Change (...)
   
 
 
 

Causes for Resistance Behavior

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Unfreezing, Moving, Freezing

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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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