Change Phases
(Kotter)

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Impedindo erros comuns em processos da mudança. Explanação do Change Phases de John Kotter. ('90)

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Frequentemente, criar o valor requer a mudança significativa. John Kotter concliu em seu livro “A force for Change: How Leadership Differs from Management” (1990) que há oito razões porque muitos processos da mudança não sucedem:


Oito razões porque muitos processos da mudança não sucedem

  • Permitindo demasiada complexidade.

  • Não constroem um coalition substancial.

  • Não compreendendo a necessidade para uma visão desobstruída.

  • Não comunicam claramente a visão.

  • Roadblocks permitindo de encontro à visão.

  • Não planeando para resultados a curto prazo e não realizando os.

  • Declarando a vitória demasiado logo.

  • Falha às mudanças da escora na cultura corporativo.

A mudança phases o modelo

Para impedir fazer estes erros, Kotter criou o seguinte modelo do Change Phases. Consiste também fora de oito etapas:

  1. Estabeleça um sentido do urgency.

  2. Criar um coalition.

  3. Desenvolva uma visão desobstruída.

  4. Compartilhe da visão.

  5. Empower povos aos obstáculos desobstruídos.

  6. Fixe vitórias a curto prazo.

  7. Consolidam e mantêm-se mover-se.

  8. Escore a mudança.

De acordo com Kotter, é crucial seguir as oito fases da mudança na seqüência exata acima.


Livro: John Kotter - A force for Change -


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Compare com o Change Phases:  Six Change Approaches  |  Forget Borrow Learn  |  Organic Organization  |  Force Field Analysis  |  Appreciative Inquiry  |  Positive Deviance  |  Changing Organization Cultures  |  Tipos da cultura  |  Core Group Theory  |  Planned Behavior  |  Business Process Reengineering  |  Kaizen  |  Change Management  |  DICE Framework  |  Change Model Beckhard  |  Dimensions of Change  |  Result Oriented Management  |  Modelo Causal do performance e da mudança Organizational


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