Kotters Eight- Step Plan for Implementing Change

Presentation by

Innovative managers

INTRODUCTION
John Kotter of the harward business school built on lewins three step model to create a more detailed approach for implementing change Kotters contribution lies in providing managers and change agents with a more detailed guide for successfully implementing a change.

STEP 1: Create a Sense of Urgency

Inspire people to move, make objectives real and relevant

STEP 2 Form a coalition with enough with enough power to lead the change
Get the right people in place with the right emotional commitment, and the right mix of skills and levels

STEP 3 Create a new vision to direct the change and startegies fro achieving the vision
Get the team to establish a simple vision and startegy focus on emotional and creative aspects necessary to drive service and efficiency

Step 4 Communicate the vision throught the organization

Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to peoples needs. Declutter communications- make technology work for you rather than against.

STEP 5 Empower action

Empower others to act on the vision by removing barriers to change Encouraging risk taking and creative problem solving Recognise and reward the progress and achievements

Step 6 Create short term wins

Set aims that are easy to achieve- in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.

Step 7: Do not let up

Plan for and create visible performance improvements Recognize and reward personnel involved in the improvements Reinforce the behaviours shown that led to the improvements

Step 8 : Make it stick

Cultural change comes last, not first You must be able to prove that the new way is superior to the old The success must be visible and well communicated You will lose some people in the process You must reinforce new norms and values with incentives and rewards including promotions Reinforce the culture with every new employee