\n
\u0644\u0637\u0644\u0628 \u0627\u0644\u062e\u062f\u0645\u0627\u062a<\/a><\/p><\/blockquote>\n<\/iframe><br \/>\n<\/a><\/span><\/h2>\n<h3 dir=\"ltr\" style=\"text-align: left;\">Kotter\u2019s Model outlines the eight essential steps of the change process, as Kotter believes that neglecting any of these steps can lead to the failure of the entire initiative:<\/h3>\n<p dir=\"ltr\" style=\"text-align: left;\"><strong>Step One: Create the Need or Urgency.<\/strong><\/p>\n<p><strong>Step Two: Form a Strong Coalition.<\/strong><\/p>\n<p><strong>Step Three: Create a Vision for Change.<\/strong><\/p>\n<p><strong>Step Four: Communicate the Vision.<\/strong><\/p>\n<p><strong>Step Five: Remove Obstacles.<\/strong><\/p>\n<p><strong>Step Six: Achieve Short-Term Wins.<\/strong><\/p>\n<p><strong>Step Seven: Build on the Change.<\/strong><\/p>\n<p><strong>Step Eight: Anchor the Changes in the Organizational Culture.<\/strong>\n<\/p>\n<h4 dir=\"ltr\" style=\"text-align: left;\">– Kotter\u2019s Model was developed by Harvard Business School Professor John Kotter, a prominent thought leader in the field of organizational change.<br \/>\nThe steps can be simplified as follows:<\/h4>\n<p dir=\"ltr\" style=\"text-align: left;\"><strong>1 – Make change an urgent necessity by motivating individuals to move forward and setting realistic change-related goals.<\/strong><\/p>\n<p><strong>2 – Build the change team by selecting the right people and placing them in appropriate positions within the organization.<\/strong><\/p>\n<p><strong>3 – Form the vision by having the team work according to a simple plan, and by clarifying to team members that the future of the company or organization will be different from its past.<\/strong><\/p>\n<p><strong>4 – Rally support and approval by involving as many people as possible, and widely disseminate the essential information in a simple and clear manner.<\/strong><\/p>\n<p><strong>5 – Allow things to take their course by removing obstacles and providing ample opportunity for constructive feedback.<\/strong><\/p>\n<p><strong>6 – Ensure quick wins and short-term victories are achieved to motivate employees and contribute to their progress.<\/strong><\/p>\n<p><strong>7 – Persist and persevere, as sustaining change enhances the credibility of its advocates, thereby contributing to the improvement of systems, structures, and policies.<\/strong><\/p>\n<p><strong>8 – Create links between change behaviors and organizational success, so that these changes become an ingrained habit and a core part of the organization\u2019s culture.<\/strong><\/p>\n<p><strong>More Information:<\/strong><br \/>\n<a href=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/?fbclid=IwAR1Esg9wvR3ra8DTJl_2-KoxOfUhIZp0LdksegPzBSvzVpVJ7DMbuhmNAiI\"><\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"8R7sjcqc5C\"><p><a href=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/\">8 Steps<\/a><\/p><\/blockquote>\n<p><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"“8 Steps” — Kotter International Inc\" src=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/embed\/#?secret=jYDlaPde8m#?secret=8R7sjcqc5C\" data-secret=\"8R7sjcqc5C\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><br \/>\n<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Kotter\u2019s Theory Kotter\u2019s 8-Step Theory for Change Management To request qualification services for international ISO certifications: \u0644\u0637\u0644\u0628 \u0627\u0644\u062e\u062f\u0645\u0627\u062a Kotter\u2019s Model outlines the eight essential … <a class=\"cz_readmore\" href=\"https:\/\/www.strategymission.org\/en\/kotters-theory\/\"><i class=\"fa fa-angle-left\" aria-hidden=\"true\"><\/i><span>\u0627\u0642\u0631\u0623 \u0623\u0643\u062b\u0631<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":5395,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"footnotes":""},"categories":[637,773],"tags":[],"class_list":["post-10329","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-en","category--en"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/comments?post=10329"}],"version-history":[{"count":2,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329\/revisions"}],"predecessor-version":[{"id":10333,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329\/revisions\/10333"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media\/5395"}],"wp:attachment":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media?parent=10329"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/categories?post=10329"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/tags?post=10329"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
<\/iframe><br \/>\n<\/a><\/span><\/h2>\n<h3 dir=\"ltr\" style=\"text-align: left;\">Kotter\u2019s Model outlines the eight essential steps of the change process, as Kotter believes that neglecting any of these steps can lead to the failure of the entire initiative:<\/h3>\n<p dir=\"ltr\" style=\"text-align: left;\"><strong>Step One: Create the Need or Urgency.<\/strong><\/p>\n<p><strong>Step Two: Form a Strong Coalition.<\/strong><\/p>\n<p><strong>Step Three: Create a Vision for Change.<\/strong><\/p>\n<p><strong>Step Four: Communicate the Vision.<\/strong><\/p>\n<p><strong>Step Five: Remove Obstacles.<\/strong><\/p>\n<p><strong>Step Six: Achieve Short-Term Wins.<\/strong><\/p>\n<p><strong>Step Seven: Build on the Change.<\/strong><\/p>\n<p><strong>Step Eight: Anchor the Changes in the Organizational Culture.<\/strong>\n<\/p>\n<h4 dir=\"ltr\" style=\"text-align: left;\">– Kotter\u2019s Model was developed by Harvard Business School Professor John Kotter, a prominent thought leader in the field of organizational change.<br \/>\nThe steps can be simplified as follows:<\/h4>\n<p dir=\"ltr\" style=\"text-align: left;\"><strong>1 – Make change an urgent necessity by motivating individuals to move forward and setting realistic change-related goals.<\/strong><\/p>\n<p><strong>2 – Build the change team by selecting the right people and placing them in appropriate positions within the organization.<\/strong><\/p>\n<p><strong>3 – Form the vision by having the team work according to a simple plan, and by clarifying to team members that the future of the company or organization will be different from its past.<\/strong><\/p>\n<p><strong>4 – Rally support and approval by involving as many people as possible, and widely disseminate the essential information in a simple and clear manner.<\/strong><\/p>\n<p><strong>5 – Allow things to take their course by removing obstacles and providing ample opportunity for constructive feedback.<\/strong><\/p>\n<p><strong>6 – Ensure quick wins and short-term victories are achieved to motivate employees and contribute to their progress.<\/strong><\/p>\n<p><strong>7 – Persist and persevere, as sustaining change enhances the credibility of its advocates, thereby contributing to the improvement of systems, structures, and policies.<\/strong><\/p>\n<p><strong>8 – Create links between change behaviors and organizational success, so that these changes become an ingrained habit and a core part of the organization\u2019s culture.<\/strong><\/p>\n<p><strong>More Information:<\/strong><br \/>\n<a href=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/?fbclid=IwAR1Esg9wvR3ra8DTJl_2-KoxOfUhIZp0LdksegPzBSvzVpVJ7DMbuhmNAiI\"><\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"8R7sjcqc5C\"><p><a href=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/\">8 Steps<\/a><\/p><\/blockquote>\n<p><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"“8 Steps” — Kotter International Inc\" src=\"https:\/\/www.kotterinc.com\/methodology\/8-steps\/embed\/#?secret=jYDlaPde8m#?secret=8R7sjcqc5C\" data-secret=\"8R7sjcqc5C\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><br \/>\n<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Kotter\u2019s Theory Kotter\u2019s 8-Step Theory for Change Management To request qualification services for international ISO certifications: \u0644\u0637\u0644\u0628 \u0627\u0644\u062e\u062f\u0645\u0627\u062a Kotter\u2019s Model outlines the eight essential … <a class=\"cz_readmore\" href=\"https:\/\/www.strategymission.org\/en\/kotters-theory\/\"><i class=\"fa fa-angle-left\" aria-hidden=\"true\"><\/i><span>\u0627\u0642\u0631\u0623 \u0623\u0643\u062b\u0631<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":5395,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"footnotes":""},"categories":[637,773],"tags":[],"class_list":["post-10329","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-en","category--en"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/comments?post=10329"}],"version-history":[{"count":2,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329\/revisions"}],"predecessor-version":[{"id":10333,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/10329\/revisions\/10333"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media\/5395"}],"wp:attachment":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media?parent=10329"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/categories?post=10329"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/tags?post=10329"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}