Cotter Theory (8 Steps) for Change Management
Kotter’s 8-Step Theory
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The model identifies the eight basic steps of the change process, as Kotter believes that neglecting any of these steps can lead to the failure of the entire initiative:
Step 1: Create need or necessity.
Step two: forming a strong alliance.
Step 3: Create a vision for change.
Step 4: Connect vision.
Step 5: Remove obstacles.
Step 6: Make short-term gains.
Step 7: Build on change.
Step 8: Consolidate changes in the organization’s culture.
– The Cotter Theory was developed by Harvard Business School Professor Dr. John Kotter, a leading intellectual leader in organizational change.
Steps can be simplified as follows:
- Make change a pressing requirement by motivating individuals to move forward, move and set realistic goals related to change.
- Work to build the change team by selecting the right people and placing them in the right places in the “organization”.
- Shaping the vision by making the team work on a simple plan, as well as making it clear to team members that the future of the company or the organization will be different from its past.
- Mobilizing support and consent, i.e. engaging the largest possible number of people, and disseminating knowledge about fundamental matters, in simple and clear ways.
- Make things take their course, by removing obstacles, then make room for the provision of constructive feedback.
- Ensure that quick gains and short-term victories are achieved, which will motivate and contribute to staff’s progress.
- Persistence and persistence, knowing that the sustainability of change enhances the credibility of the advocate, which in turn contributes to the improvement of systems, structures and policies.
- Create linkages between changing behaviours and organizational success, so that these changes become a well-established custom and authentic culture in the “enterprise” or “company”.
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