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Тренинги, Курсы, Обучение — Agile, Scrum, OKR
Тренинги, Курсы, Обучение — Agile, Scrum, OKR
Тренинги, Курсы, Обучение — Agile, Scrum, OKR
17 October, 2022 г.
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What are the steps in Kotter's approach to change management?

Kotter change model is important because it is a simple and effective framework for managing change. It is also used in the context of…

What are the steps in Kotter's approach to change management?

Kotter change model is important because it is a simple and effective framework for managing change. It is also used in the context of management, leadership and organizational development.

It has been developed by Dr. John P Kotter, who is an American academic and management consultant.

The Kotter change model is important because it helps leaders plan for change and make sure that the entire organization is aligned to support the change. The model helps leaders understand how to motivate people, create a vision for what will come next, and get buy-in from the team.

Kotter's change model provides a framework for how to approach change:

  1. Create a sense of urgency: This is the first step in Kotter's approach to change management. The goal of this step is to get everyone on board with the idea that change must happen, and now.

  2. Forming a powerful guiding coalition to lead the change: Empower action by defining success criteria and giving people responsibility for results.

  3. Create a vision for change: The next step in Kotter's approach to change management involves defining what the new state will look like after the change has been made. This helps people picture what they're working toward, which can help them stay motivated even when things get tough.

  4. Communicate the vision: The forth step in Kotter's approach to change management is communicating with employees about why they should care about this particular change and how it will benefit them personally or professionally. Communicating the change vision to everyone affected by it, along with education and training, so that they know what they need to do and how they should behave differently.

  5. Remove obstacles: Develop an action plan that includes all of the tasks necessary to make the transition happen effectively and efficiently

  6. Create short-term wins: To build momentum towards reaching the ultimate goal

  7. Build on the change: Measure progress and communicate it so that employees know how close they are to reaching their goals

  8. Anchor the changes in corporate culture: Reinforce success by celebrating the achievements made along the way

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