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    Kotter's Model

    Uploaded by

    Dennis Revillas
    Kotter's Eight Step Model for organizational change outlines an eight step process for creating and anchoring change within an organization. The steps are: 1) Increase urgency, 2) Build a guiding coalition, 3) Develop a vision and strategy, 4) Communicate the vision, 5) Empower broad-based action, 6) Generate short-term wins, 7) Consolidate gains and produce more change, 8) Anchor new approaches in the culture. The model provides a clear framework for implementing change and emphasizes increasing buy-in from employees. However, it is time-consuming and skipping steps could undermine the process.

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    Kotter's Model

    Uploaded by

    Dennis Revillas
    170 views20 pages
    Kotter's Eight Step Model for organizational change outlines an eight step process for creating and anchoring change within an organization. The steps are: 1) Increase urgency, 2) Build a guiding coalition, 3) Develop a vision and strategy, 4) Communicate the vision, 5) Empower broad-based action, 6) Generate short-term wins, 7) Consolidate gains and produce more change, 8) Anchor new approaches in the culture. The model provides a clear framework for implementing change and emphasizes increasing buy-in from employees. However, it is time-consuming and skipping steps could undermine the process.

    Original Description:

    Organizational change

    Original Title

    Kotter’s Model

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    Kotter's Eight Step Model for organizational change outlines an eight step process for creating and anchoring change within an organization. The steps are: 1) Increase urgency, 2) Build a guiding coalition, 3) Develop a vision and strategy, 4) Communicate the vision, 5) Empower broad-based action, 6) Generate short-term wins, 7) Consolidate gains and produce more change, 8) Anchor new approaches in the culture. The model provides a clear framework for implementing change and emphasizes increasing buy-in from employees. However, it is time-consuming and skipping steps could undermine the process.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    170 views20 pages

    Kotter's Model

    Uploaded by

    Dennis Revillas
    Kotter's Eight Step Model for organizational change outlines an eight step process for creating and anchoring change within an organization. The steps are: 1) Increase urgency, 2) Build a guiding coalition, 3) Develop a vision and strategy, 4) Communicate the vision, 5) Empower broad-based action, 6) Generate short-term wins, 7) Consolidate gains and produce more change, 8) Anchor new approaches in the culture. The model provides a clear framework for implementing change and emphasizes increasing buy-in from employees. However, it is time-consuming and skipping steps could undermine the process.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
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    At a glance
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    The key takeaways are that Kotter developed an 8 step model for organizational change based on research of 100 organizations. The 8 steps are: increasing urgency, building a guiding coalition, developing a vision/strategy, communicating the vision, empowering employees, creating short-term wins, consolidating gains, and anchoring changes in the culture.

    The 8 steps in Kotter's model of organizational change are: 1) Increase Urgency, 2) Build a Guiding Coalition, 3) Develop a Vision and Strategy, 4) Communicate the Vision, 5) Empower Broad-Based Action, 6) Generate Short-Term Wins, 7) Consolidate Gains and Produce More Change, 8) Anchor New Approaches in the Culture.

    Some ways to increase urgency as the first step include identifying potential threats, examining opportunities, initiating honest discussions to convince people of issues, and requesting stakeholder involvement and support.

    Kotter's Eight (8) Step Model for

    Organizational Change

    Public Safety Officer Advance Course (PSOAC)


    National Police College
    Philippine Public Safety College

    by:
    Luis Duaso Gonzales, Ph.D.
    What is the concept all about?

    • A model of organizational change;

    • Developed on the basis of research of 100 organizations


    which were going through the process of change; and

    • Introduced by John Kotter (1996), professor of Harvard


    Business School and a renowned change expert.
    Paradigm
    Step 1: Increase Urgency
    Step 2: Build Guiding Team
    Step 3: Develop the Vision
    Step 4: Communicate for Buy-in
    Step 5: Empower Action
    Step 6: Create Short-term Wins
    Step 7: Don't Let Up
    Step 8: Make Change Stick

    EFFECTIVE ORGANIZATIONAL
    CHANGE
    The Eight (8) Step Model of Organizational
    Change
    Step 1: Creating an Urgency
    Can be done in the following ways:
    1. Identifying and highlighting potential threats
    and repercussions which might crop up in the
    future;

    2. Examining opportunities whcih can be tapped


    through effective interventions;
    3. Initiate honest dialogues and discussions that
    makes people think over prevalent issues and
    give convincing reasons to them; and

    4. Requesting for the involvement and support of


    key stakeholders and clients on the issue of
    change.
    Step 2: Forming Powerful Guiding Coalitions
    Can be achieved by:
    1. Identifying effective change leaders in the
    organization and also key stakeholders,
    requesting their involvement and commitment
    towards the entire process;

    2. Forming powerful change coalition who would


    be working as aeam; and
    3. Identifying weak areas in the coalition team and
    ensuring that the team involves many influential
    people from various cross functional
    departments working in different levels of the
    organization.
    Step 3: Developing a Vision and a Strategy
    Can be achieved by:
    1. Determining the core values, defining the
    ultimate vision and the strategies for realizing a
    change in the organization; and

    2. Ensuring that change leaders can describe the


    vision effectively and in a manner that people
    can easily understand and follow.
    Step 4: Communicating the Vision
    To do this:
    1. Communicating change in the vision very often
    powerfully and convincingly. Connecting the
    vision with all crucial aspects like performance
    reviews, training, etc.; and

    2. Handling concerns and issues of people


    honestly and with involvement.
    Step 5: Removing Obstacles
    To Achieve this:
    1. Ensuring that the organizational processes and
    structures are in place and aligned with the
    overall organizational vision;

    2. Continuoulsy checking for barriers or people


    who are resisting for change. Implementing
    pro-active measures to remove obstacles
    involved in the process of change; and
    3. Rewarding people for endorsing change and
    supporting in the process.
    Step 6: Creating Short-term Wins
    To implement this:
    1. By creating short-term wins early in the
    process, you can give a feel of victory in the early
    stages of change;

    2. Creating many short-term targets instead of one


    long-term goal which are achievable and less
    expensive with lesser possibilities of failure;
    and
    3. Rewarding the contributions of people who are
    involved in meeting the targets.
    Step 7: Consolidating Gains
    To do this:
    1. Achieving continuous improvement by
    analyzing the success stories individually and
    improving from those individual experiences.
    Step 8: Anchoring Change in the Corporate Culture
    How?
    1. Discuss successful stories related to change
    iniatives on every given opportunity;

    2. Ensuring that change becomes an integral part


    of the organizational culture and is visible in
    every organizational aspect; and
    3. Ensuring the support of existing organizational
    leaders as well as future leaders towards the
    desired change
    Advantages of the Model
    1. An easy step by step model which provides a clear
    description and guidance on the entire process of
    change and is relatively easy to be implemented;

    2. Emphasize involvement and acceptability of


    employees for the overall success of the process;
    and

    3. Major emphasis is on preparing and building


    acceptability for change instead of actual change.
    Disadvantages
    1. Since it is a step by step model, skipping a single step
    might result in serious problems;

    2. The process is quite time-consuming; and

    3. Can build frustration and dissatisfaction among


    employees if individual requirements are given due
    attention.
    Task:

    Direction: Following Kotter's Eight (8) Step Model of


    Organizational Change, think of any
    problem/ limitations in your respective units
    in your capacity as COP/ Unit Chief and
    apply the model.
    End...

    Thank you for not sleeping!

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