Veranderingsfasen
(Kotter)

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Het verhinderen van veelgemaakte fouten in veranderingsprocessen. Verklaring van Veranderingsfasen van John Kotter. ('90)

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 (83 leden)

Veranderingsfasen Forum   Recente onderwerpen   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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           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 steps can be enough for the whole...           Kotter's Dual Operating System John Kotter in his book Accelerate proposes a ...

Best Practices - Veranderingsfasen   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 introduces a framework with           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 vision but nothing was broken, we ...           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 competing values framewor...         Alles wat u moet weten over management   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 rather than form. Engageme...           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 is first noticeable in th...           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 noticed that althoug...           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 feel that the power of unlea...           Our Iceberg Is Melting A recent book by Kotter is: Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions. In this light, quick read in the form of an allegory...           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", is not and should not be a...           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. I am interested to hear...

Expert Tips (ENG) - Change Phases   Creating the Right Conditions Before Implementing the 8 Steps       Personal Networks of Successful Change Agents       Leadership Strategies for Change       Why Employee Involvement (Phases 1-5) is so Important       Strategic Change is Acausal and Subject to Equifinality       Key Success Factors when you're Designing your Change Management Program       Innovating Under the Radar       Assessing the Risks of Change and the Organization’s Capacity for Change       Causes for Resistance Behavior       Unfreezing, Moving, Freezing       Strategic Change: Why, What, When, Who and How       The 7C Framework for Successful Personal and Professional Change       A Closer Look at How Change and Innovation Decisions are Made       The Role of the CEO in Strategic Change Initiation     Ontwikkel uzelf in bedrijfskunde en management

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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

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