Change Phases[变革阶段]
(Kotter)

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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)

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。

变革失败的八个原因

• 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。

变革阶段模型

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。

Kotter主张，变革一定要严格按照这八个阶段步骤来执行。

参考书： John Kotter - A force for Change -

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变革阶段 小组 小组

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相关资料 - 变革阶段 高级帐户   新闻关于变革阶段         新闻关于变革管理         视频关于变革阶段         视频关于变革管理         简报关于变革阶段         简报关于变革管理         更多关于变革阶段         更多关于变革管理

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]

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