{"id":17470,"date":"2020-01-07T18:12:06","date_gmt":"2020-01-07T07:12:06","guid":{"rendered":"https:\/\/creately.com\/blog\/?p=17470"},"modified":"2024-12-25T16:01:55","modified_gmt":"2024-12-25T05:01:55","slug":"kotters-8-step-change-model","status":"publish","type":"post","link":"https:\/\/creately.com\/blog\/strategy-and-planning\/kotters-8-step-change-model\/","title":{"rendered":"The Easy Guide to Kotter\u2019s 8 Step Change Model"},"content":{"rendered":"
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Change is difficult. Especially in the context of an organization, change could interrupt the status quo and lead to conflict. But change is needed. And to successfully implement change, you need to rely on a proper framework.  <\/p>\n\n\n\n

This is where Kotter\u2019s 8 step change model comes into play. It outlines how to systematically and effectively implement change in an organization. <\/p>\n\n\n\n

This post explains the Kotter\u2019s 8 step change model in detail, simplifying the process of applying it to your organization.<\/p>\n\n\n\n

What is Kotter\u2019s 8 Step Change Model <\/h2>\n\n\n\n

John Kotter\u2019s 8 step change model is a popular framework for successfully implementing organizational change<\/a>, and is used across many industries. It was introduced in his book \u201cLeading Change\u201d which was based on years of research that revealed there\u2019s only a 30% chance of successful implementation of organizational change. <\/p>\n\n\n\n

Change can come as new technologies, mergers, and acquisitions, new strategies, cultural transformation, etc. <\/p>\n\n\n\n

\"Kotters<\/a>
Kotter’s 8 Step Change Model (Click on the template to edit it online) <\/figcaption><\/figure>\n\n\n\n

A Bit about Kotter <\/h4>\n\n\n\n

John P. Kotter, professor at Harvard Business School, is known worldwide as the authority on leadership and change. <\/p>\n\n\n\n

His best-selling book \u201cLeading Change<\/a>\u201d which discusses mistakes organizations often make when implementing change and an eight-step process for successfully bringing about change, is widely referred to by managers as the bible of change across the world.<\/p>\n\n\n\n

What are the 8 Steps in Kotter\u2019s Change Model <\/h2>\n\n\n\n\n\n

Implementing change isn\u2019t always easy. Barriers can come in various forms; lack of teamwork or leadership, rigid workplace cultures, arrogant attitudes, general human fear, etc. can disrupt any change implementation project. <\/p>\n\n\n\n

Kotter highlights 8 steps organizations should follow to overcome such challenges and put large-scale change into effect successfully. Following these steps will ensure that at the end of the process, the organization will not only be prepared but also be committed to embracing the changes. <\/p>\n\n\n\n

1. Creating a Sense of Urgency<\/h3>\n\n\n\n

The process should start with establishing a sense of urgency among both managers and employees. Everyone involved should feel the need for change or that change is critical for organizational growth. Without their support, it will make it difficult to keep the momentum of the change initiative and achieve lasting transformation.<\/p>\n\n\n\n

The objective of this step should be to prepare the employees for the upcoming change and motivate them to offer their contribution. <\/p>\n\n\n\n

For this step to succeed, roughly 75% of the organization\u2019s management should support the change initiative. In order to create an environment where everyone is aware of the existing problem<\/p>\n\n\n\n