Change Phases [변화 단계]
(Kotter)

지식 센터

   

변화 프로세스에서 발생되는 일반적인 실수 예방. John Kotter의 변화단계 설명 ('90)

목차

프리미엄

종종 가치창출은 중대한 변화를 필요로 한다. John Kotter는 그의 저서 "A force for Change : How Leadership Differs from Management"(1990) 에서 많은 변화 프로세스가 성공하지 못하는 8가지 이유를 밝히고 있다.


많은 변화 프로세스가 성공하지 못하는 8가지 이유

  • 너무 많은 복합성 허용.

  • 견고한 연합을 구축하는데 실패

  • 명백한 비전의 필요성을 이해하지 못함.

  • 비전을 명확하기 커뮤니케이션하는데 실패.

  • 비전을 막는 장애물을 용납.

  • 단기결과를 계획하지 않고, 그것을 모르고 있음.

  • 너무 일찍 승리를 선언.

  • 기업문화에 변화를 뿌리내리지 못함.

변화단계 모델

이러한 실수를 예방하기 위해, 는 다음의 변화단계모델을 창안하였다. 그것은 8개 단계로 구성되어 있다.

  1. 긴박함을 조성하라.

  2. 연합을 이루어라.

  3. 명백한 비전을 개발하라.

  4. 비전을 공유하라.

  5. 명백한 장애물에 대한 권한을 부여하라.

  6. 단기적인 승리를 확보하라.

  7. 단합하고 계속 나아가라.

  8. 변화를 뿌리내려라.

Kotter에 따르면, 위에서 말한 순서대로 정확하게 변화의 8단계를 따르는 것이 가장 중요하다.


참고도서: John Kotter - A force for Change -


변화 단계 시그(SIG)


시그(SIG) (1 개 회원)


변화 단계 포럼  

최근 토픽

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모범 사례 - 변화 단계
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사업 운영 및 관리에 자신을 사전



자료 - 변화 단계
 

변화 단계 Kotter에 관한뉴스


     
 

변화 단계 에 관한뉴스


     
 

변화 단계 Kotter에 관한영화


     
 

변화 단계 에 관한영화


     
 

변화 단계 Kotter에 관한프리젠 테이션


     
 

변화 단계 에 관한프리젠 테이션


     
 

변화 단계 Kotter에 관한더


     
 

변화 단계 에 관한더


     



경영 커리어를 한단계 업그레이드할 수 있습니다



변화단계 관련개념 :  6가지 변화 접근법  |  Forget Borrow Learn 모형  |  Organic Organization [유기 조직]  |  Force Field Analysis[역장 분석]  |  Appreciative Inquiry [감상적 조사법]  |  Positive Deviance [긍정적 일탈]  |  Changing Organization Cultures [조직문화의 변화]  |  Core Group Theory [핵심그룹 이론]  |  계획된 행동  |  Business Process Reengineering [BPR, 사업재구축]  |  Kaizen[카이젠, 개선기법]  |  Change Management [변화 관리]  |  DICE 모델  |  변화 모형 Beckhard  |  Dimensions of Change [전략적 변화의 영역]  |  Result Oriented Management [결과지향적 관리]


다른 페이지로 이동: Change & Organization [변화와 조직]  |  인적 자원  |  리더십  |  프로그램과 프로젝트 관리  |  전략


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