Change Phases[变革阶段]


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预防变革进程中的常犯错误。 John Kotter的Change Phases[变革阶段]解析。 (‘90)


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企业的价值创造过程,往往也是巨大的变革过程。 John Kotter在他的《变革的力量:领导与管理的区别》 (A Force for Change: How Leadership Differs from Management,1990)一书中总结道,变革失败不外乎八个原因。


  • 允许许多自满。

  • 缺少坚实的合作基础。

  • 缺少一个清晰的愿景。

  • 缺少对愿景的有效沟通。

  • 存有阻挠愿景实现的障碍。

  • 缺少短期目标计划。

  • 过早宣告变革成功。

  • 变革脱离企业文化。


为了预防以上错误,Kotter提出了变革阶段模型, 包括以下八个变革阶段:

  1. 产生紧迫之感。

  2. 构建联合基础。

  3. 制定清晰愿景。

  4. 分享变革愿景。

  5. 给予清障权力。

  6. 保护短期成绩。

  7. 继续扩大战果。

  8. 巩固变革成果。


参考书: John Kotter - A force for Change -

  Organizational Change: Why Establish a Sense of Urgency First?
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  Why do so Many Change Processes Fail?
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  Kotter's New 8 Accelerators for Strategic Change
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  Add Unlearning to Kotter's Change Phase Model
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  Kotter and Public Sector Change
As a 2yr MBA student and a middle manager within t...
  How is the Change Presented and Communicated?
Though I believe that with change management subst...
  Kotter Change Steps for Political Change
Since I learned the 8 steps change approach of ...
  Using Kotter After Cameron and Quinn's Competing Values Framework
At the moment I am describing the organisational s...
  Neglecting the Change Phases
I lead a change process where I was acutely aware ...
  Our Iceberg Is Melting
A recent book by Kotter is: Our Iceberg Is Melting...

变革阶段 小组


变革阶段 培训|活动


最佳实践 - 变革阶段 高级帐户
  The Roles of Top and Middle Management in Change
Top management must commit itself in words ...
  Disadvantages of the Kotter Change Theory
I would like to know If someone thinks there are d...

Expert Tips (ENG) - Change Phases 高级帐户

Creating the Right Conditions Before Implementing the 8 Steps注册

Kotter's 8-Step Change Process is clear, concise a...
Usage (application)Things to do Before Starting a Major Change Initiative

Personal Networks of Successful Change Agents注册

Organizational change is often difficult to achiev...
Usage (application)Leading Major and Minor Change Initiatives

Leadership Strategies for Change注册

In response to the high rate of change failure, Ke...
Usage (application)Initiate, implement, develop and sustain change

Why Employee Involvement (Phases 1-5) is so Important注册

The concept of  

Strategic Change is Acausal and Subject to Equifinality注册

The change phases concept by Kotter represents a t...
Usage (application)Understanding the True Complexity of Organizational Change

Key Success Factors when you're Designing your Change Management Program注册

In their article "Making Change Happen, and Making...
Usage (application)Best Practices, Change Management, Organizational Change

Innovating Under the Radar注册

If somewhere below in a large corporation an innov...
Usage (application)Avoiding 5 Obstacles to Major Innovation

Assessing the Risks of Change and the Organizations Capacity for Change注册

In their book "Transforming Public and Nonprofit O...
Usage (application)Leading Change

Causes for Resistance Behavior注册

Identifying the forces against change invol...
Usage (application)Identify Forces Against Change

Unfreezing, Moving, Freezing注册

Kotter's Change Phases are a further refinement of...
Usage (application)Change Management

Strategic Change: Why, What, When, Who and How注册

If we need to change strategically, we need to thi...
Usage (application)Preparing Strategic Change

The 7C Framework for Successful Personal and Professional Change注册

In the article 'Managing Yourself: How to Embrace ...
Usage (application)Personal Change, Professional Change, Personal Transition, Professional Transition, Embracing Change

A Closer Look at How Change and Innovation Decisions are Made注册

Kim, T (2015) elaborates on decision making on "no...
Usage (application)Decision-making on Organizational Change, Innovation Decision-making, Contingent, Participative Decision-making

The Role of the CEO in Strategic Change Initiation注册

In management literature the role of the CEO in fo...
Usage (application)Communicating Strategic Change

相关资料 - 变革阶段 高级帐户

新闻关于变革阶段 注册


新闻关于变革管理 注册


视频关于变革阶段 注册


视频关于变革管理 注册


简报关于变革阶段 注册


简报关于变革管理 注册


更多关于变革阶段 注册


更多关于变革管理 注册


比较:  Six Change Approaches[六变革法]  |  Forget Borrow Learn[遗忘借用学习法]  |  Organic Organization[有机式组织]  |  Force Field Analysis[力场分析法]  |  Appreciative Inquiry[肯定式探询]  |  Positive Deviance[正向偏差]  |  Changing Organization Cultures[组织文化变革法]  |  Culture Types[文化类型]  |  Core Group Theory[核心组理论]  |  Theory of Planned Behavior[计划行为理论]  |  Business Process Reengineering[业务流程重组]  |  Kaizen[改善]  |  Change Management[变革管理]  |  DICE Framework[DICE架构]  |  Change Model Beckhard[Beckhard变革模型]  |  Dimensions of Change[变革尺度]  |  Result Oriented Management[业绩导向管理]  |  Causal Model of Organizational Performance and Change[组织绩效与变革因果关系模型]

返回到分类主页: 变革与组织  |  人力资源管理  |  领导力  |  计划与项目管理  |  战略与策略


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