Veranderingsfasen
(Kotter)

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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 -


Veranderingsfasen Special Interest Group


Special Interest Group (75 leden)


Forum over Veranderingsfasen  

Discussies over Veranderingsfasen.


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 (...)
 
 
 
 

Best Practices over Veranderingsfasen

Hier vindt u de meest waardevolle discussies uit het verleden.


🥇 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 (...)
 
 
 
 
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? (...)
 
 
 
 
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 (...)
 
 
 
 
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 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 (...)
 
 
 
 
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 (...)
 
 
 
 
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 (...)
 
 
 
 

Expert Tips over Change Phases (Engels)

Hier vindt u adviezen van experts.


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 (...)
 
 

Informatiebronnen over Veranderingsfasen

Hier vindt u powerpoints, video's, nieuws, etc.



Vergelijk met de Veranderingsfasen:   Zes Benaderingen voor Verandering  |  Vergeet Leen Leer  |  Organische Organisatie  |  Krachtenveldanalyse  |  Appreciatief Onderzoek  |  Positieve Deviatie  |  Veranderen van Organisatieculturen  |  Cultuurtypes  |  Kerngroeptheorie  |  Gepland GedragtheorieHerontwerpen van Bedrijfsprocessen  |  Kaizen  |  Change Management  |  DICE-Raamwerk  |  Vergelijking voor VeranderingDimensies 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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