Veranderingsfasen
(Kotter)

Kenniscentrum

Vaak, vereist het creëren van waarde significante verandering. John Kotter concludeerde in zijn boek "A force for Change: How Leadership Differs from Management“ (1990), dat er acht redenen zijn waarom vele veranderingsprocessen niet slagen:

Acht redenen waarom vele veranderingsprocessen niet slagen

• Het toestaan van teveel ingewikkeldheid.

• Er niet in slagen om een substantiële coalitie te bouwen.

• Het niet begrijpen van de noodzaak van een duidelijke visie.

• Na te laten om de visie duidelijk te communiceren.

• Het toelaten van obstakels tegen de visie in.

• Niet te plannen om korte termijn resultaten te bereiken of hen niet te bereiken.

• De overwinning te snel te verklaren.

• Er niet in slagen om veranderingen in de corporate cultuur te verankeren.

Veranderingsfasen model

Om het maken van deze fouten te verhinderen, creëerde Kotter het volgende Veranderingsfasen model. Het bestaat ook uit  acht stappen:

1. Vestig een gevoel van urgentie.

2. Creëer een coalitie.

3. Ontwikkel een duidelijke visie.

4. Deel de visie.

5. Stel mensen in staat om obstakels uit de weg te ruimen.

6. Stel korte termijn winsten veilig.

7. Consolideer en blijf bewegen.

8. Veranker de verandering.

Volgens Kotter, is het essentieel om de acht fasen van verandering in de bovengenoemde exacte volgorde te volgen.

Boek: John Kotter - A force for Change -

Forum Nieuw Onderwerp Forum over Veranderingsfasen. Emotions During Organizational Change: the Change Curve Swiss-American psychiatrist Kübler-Ross in her 1969 book "On Death and Dying" described 5 stages of grief to describe th (...) 35   15 reacties Using Kotter After Cameron and Quinn's Competing Values Framework At the moment I am describing the organisational situation using the competing values framework (Cameron and Quinn) and (...) 13   1 reacties 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 (...) 11   1 reacties 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 reacties 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   0 reacties 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 reacties 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   0 reacties 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 reacties Kotter's Dual Operating System John Kotter in his book Accelerate proposes a dual operating system: the hierarchy to take care of business and the netw (...) 8   1 reacties 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   0 reacties 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   2 reacties 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 (...) 5   0 reacties 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   4 reacties 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 (...) 3   1 reacties 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 (...) 3   1 reacties 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 (...) 1   7 reacties

Best Practices Schrijf u in De best beoordeelde onderwerpen over Veranderingsfasen. Hier vindt u de meest waardevolle ideeën en praktische suggesties. 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 reacties 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 reacties 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 reacties 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 reacties 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 reacties 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 reacties 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 reacties

Expert Tips Schrijf u in Geavanceerde inzichten over Change Phases (Engels). Hier vindt u professionele adviezen van deskundigen. 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 (...)

Informatiebronnen Schrijf u in Diverse informatiebronnen betreffende Veranderingsfasen. Hier vindt u powerpoints, video's, nieuws etc. om te gebruiken in uw eigen lezingen en workshops.

Vergelijk met de Veranderingsfasen:   Zes Benaderingen voor Verandering  |  Vergeet Leen Leer  |  Organische Organisatie  |  Krachtenveldanalyse  |  Appreciatief Onderzoek  |  Positieve Deviatie  |  Veranderen van Organisatieculturen  |  Cultuurtypes  |  Kerngroeptheorie  |  Gepland Gedragtheorie |  Herontwerpen van Bedrijfsprocessen  |  Kaizen  |  Change Management  |  DICE-Raamwerk  |  Vergelijking voor Verandering |  Dimensies van Verandering  |  Resultaatgericht Management  |  Causaal Model van Organisatorische Prestatie en Verandering

Keer terug naar Management Discipline: Verandering & Organisatie  |  Human Resources  |  Leiderschap  |  Programma- & Projectmanagement  |  Strategie

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