Kotter (1995) summed up what he perceived as the essential 8 step process for successful organisational transformation.
Again, as with other models, notice some similarities like creating a clear vision, conducting good communication regarding the new vision, empowering employees, leading by example and celebration of successes. Think about which model suits you best, when using the change management process and adopt them in a logical fashion.
Kotter’s defined 8 step process are as follows:
1. Establish a sense of urgency
– Examine market and competitive realities.
– Identify and discuss crises, potential crises or opportunities.
– Create the catalyst for change.
2. Form a powerful coalition
– Assemble a group with enough power to lead the change effort.
– Develop strategies for achieving that vision.
3. Create a Vision
– Create a vision to help direct the change effort.
– Develop strategies for achieving that vision.
4. Communicating the Vision
– Using every channel and vehicle of communication possible to communicate the new vision and strategies.
– The guiding coalition teaching new behaviours and leading by example.
5. Empowering others to act on the vision
– Removing obstacles to change.
– Changing systems or structures that seriously undermine the vision.
– Encouraging risk taking and non traditional ideas, activities and actions.
6. Planning for and creating short term wins
– Planning for visible performance improvement
Recognising and rewarding employees involved in these improvements.
7. Consolidating improvements and producing still more change
– Using increased credibility to change systems, structures and policies that don’t fit the vision.
– Hiring, promoting, and developing employees who can implement the vision.
– Reinvigorating the processes with new projects, themes and change agents.
8. Institutionalising new approaches
– Creating the connections between new behaviours and corporate successes. – Developing channels to ensure Leadership development and succession.