{"id":3587,"date":"2023-02-01T08:14:15","date_gmt":"2023-02-01T08:14:15","guid":{"rendered":"https:\/\/strategymission.org\/?p=3587"},"modified":"2023-03-13T10:56:53","modified_gmt":"2023-03-13T10:56:53","slug":"cotter-theory","status":"publish","type":"post","link":"https:\/\/www.strategymission.org\/en\/cotter-theory\/","title":{"rendered":"Cotter Theory"},"content":{"rendered":"

Cotter Theory<\/span><\/strong><\/h1>\n

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Cotter Theory (8 Steps) for Change Management<\/strong><\/p>\n

Kotter\u2019s 8-Step Theory<\/strong><\/p>\n

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To request ISO certification services:<\/strong><\/h2>\n

https:\/\/strategymission.org\/request-services-ar\/<\/a><\/span><\/strong><\/p>\n

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The model identifies the eight basic steps of the change process, as Kotter<\/a><\/span> believes that neglecting any of these steps can lead to the failure of the entire initiative:<\/strong><\/h3>\n

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Step 1: Create need or necessity.<\/strong><\/p>\n

Step two: forming a strong alliance.<\/strong><\/p>\n

Step 3: Create a vision for change.<\/strong><\/p>\n

Step 4: Connect vision.<\/strong><\/p>\n

Step 5: Remove obstacles.<\/strong><\/p>\n

Step 6: Make short-term gains.<\/strong><\/p>\n

Step 7: Build on change.<\/strong><\/p>\n

Step 8: Consolidate changes in the organization’s culture.<\/strong><\/p>\n

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– The Cotter Theory<\/a><\/span> was developed by Harvard Business School Professor Dr. John Kotter, a leading intellectual leader in organizational change.<\/strong><\/span><\/h4>\n

Steps can be simplified as follows:<\/strong><\/p>\n

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  1. Make change a pressing requirement by motivating individuals to move forward, move and set realistic goals related to change.<\/strong><\/li>\n
  2. Work to build the change team by selecting the right people and placing them in the right places in the “organization”.<\/strong><\/li>\n
  3. 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.<\/strong><\/li>\n
  4. Mobilizing support and consent, i.e. engaging the largest possible number of people, and disseminating knowledge about fundamental matters, in simple and clear ways.<\/strong><\/li>\n
  5. Make things take their course, by removing obstacles, then make room for the provision of constructive feedback.<\/strong><\/li>\n
  6. Ensure that quick gains and short-term victories are achieved, which will motivate and contribute to staff’s progress.<\/strong><\/li>\n
  7. 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.<\/strong><\/li>\n
  8. 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”.<\/strong><\/li>\n<\/ol>\n

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    more info:<\/strong><\/p>\n

    https:\/\/www.kotterinc.com\/methodology\/8-steps\/<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

    Cotter Theory   Cotter Theory (8 Steps) for Change Management Kotter\u2019s 8-Step Theory     To request ISO certification services: https:\/\/strategymission.org\/request-services-ar\/     The … <\/i>\u0627\u0642\u0631\u0623 \u0623\u0643\u062b\u0631<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":3592,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"footnotes":""},"categories":[18],"tags":[],"class_list":["post-3587","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/3587","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=3587"}],"version-history":[{"count":0,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/posts\/3587\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media\/3592"}],"wp:attachment":[{"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/media?parent=3587"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/categories?post=3587"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strategymission.org\/en\/wp-json\/wp\/v2\/tags?post=3587"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}