Förändringsfaser
(Kotter)

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Sammanfattning, forum, bästa praxis, experttips och informationskällor.


Sammanfattning

Vanligtvis vid värdeskapande krävs betydande förändringar. John Kotter sammanfattade i hans bok "A force for Change: How Leadership Differs from Management" (1990) att det finns åtta skäl varför många förändringsprocesser inte lyckas:


Åtta skäl till varför många förändringsprocesser inte lyckas

  • Att tillåta alltför mycket komplexitet.

  • Att misslyckas att bygga en betydande koalition.

  • Att inte ha förståelse för behovet av en tydlig vision.

  • Att misslyckas med att tydligt kommunicera ut visionen.

  • Att tillåta att vägspärrar sätts upp som hinder mot visionen.

  • Att inte planera för kortfristiga resultat och att realisera dem.

  • Att ta ut segern i förskott.

  • Att misslyckas med att förankra förändringar i företagskulturen.

Förändringsfasernas modell

För att förhindra att göra dessa fel skapade Kotter följande modell för Förändringsfaser. Den består också av åtta steg:

  1. Upprätta en känsla av skyndsamhet.

  2. Skapa en koalition.

  3. Utveckla en tydlig vision.

  4. Kommunicera visionen.

  5. Bemyndiga personer till att rensa bort hinder.

  6. Säkra kortfristiga segrar.

  7. Konsolidera och fortsätt framåt.

  8. Förankra förändringen.

Enligt Kotter är det viktigt att följa de åtta faserna vid förändring som i den ovan presenterade ordningsföljden.


Bok: John Kotter - A force for Change -


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Emotions During Organizational Change: the Change Curve
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Using Kotter After Cameron and Quinn's Competing Values Framework
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How is the Change Presented and Communicated?
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How to Anchor the Change (Kotter)? Ideas
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How to Consolidate and Keep Moving (Kotter)? Ideas
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How to Share / Communicate the Vision (Kotter)? Ideas
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How to Develop a Clear Vision (Kotter)? Ideas
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How to Create a Coalition (Kotter)? Ideas
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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 (...)
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1 reaktioner
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", (...)
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Kotter Change Steps for Political Change
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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 (...)
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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 (...)
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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 (...)
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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 (...)
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1 reaktioner
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 (...)
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Best Practices

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Topprankade ämnen om Förändringsfaser. Här hittar du de mest värdefulla idéerna och praktiska förslagen.


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 (...)
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Why do so Many Change Processes Fail?
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Neglecting the Change Phases
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How to Establish a Sense of Urgency (Kotter)? Ideas
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Disadvantages of the Kotter Change Theory
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How to Secure Short-term Wins (Kotter)? Ideas
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The Roles of Top and Middle Management in Change
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Experttips

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Avancerad insikt om Change Phases (Engelsk). Här hittar du professionella råd från experter.


Creating the Right Conditions Before Implementing the 8 Steps

Things to do Before Starting a Major Change Initiative
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Leading Major and Minor Change Initiatives
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Leadership Strategies for Change

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Assessing the Risks of Change and the Organization’s Capacity for Change

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Causes for Resistance Behavior

Identify Forces Against Change
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Strategic Change: Why, What, When, Who and How

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The 7C Framework for Successful Personal and Professional Change

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