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Change Phases
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Preventing common mistakes in change processes. Explanation of Change Phases of John Kotter. ('90) |
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Often, creating value requires significant change. John Kotter concluded in his book "A force for Change: How Leadership Differs from Management" (1990) that there are eight reasons why many change processes do not succeed:
Eight reasons why many change processes don't succeed
The change phases modelTo prevent making these mistakes, Kotter created the following Change Phases model. It consists also out of eight steps:
According to Kotter, it is crucial to follow the eight phases of change in the above exact sequence.
Book: John Kotter
- A force for Change -
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Compare with the Change Phases: Six Change Approaches | Forget Borrow Learn | Organic Organization | Force Field Analysis | Appreciative Inquiry | Positive Deviance | Changing Organization Cultures | Culture Types | Core Group Theory | Planned Behavior | Business Process Reengineering | Kaizen | Change Management | DICE Framework | Change Model Beckhard | Dimensions of Change | Result Oriented Management | Causal Model of Organizational Performance and Change
Return to Management Hub: Change & Organization | Human Resources | Leadership | Program & Project Management | Strategy
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| └► David (UK) | Disadvantages of the Kotter Theory | "Having used Kotter for many years, with a good rate of success, the only thing I can say is that the process is good and logical which might give you a tendency to rely on it too much. I always need to pinch myself at some stage in the process and remember there are resisters out there who might say they 'get it' but either don't, or don't want to and can be explicit or implicit in frustrating what otherwise is accepted as a good plan of action. In short, always look out for de-railers - even if all else says we are 'green for go'." |
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| └► Graham Cowle (New Zealand) | Disadvantage of Using the Kotter Theory | "First of all I have to say that I like Kotter's model. Thinking about disadvantages is the flip side the the advantages, I suppose: not doing the steps in order or leaving one out will mean the change will not work. If the model is followed it could take a long time, and a business might not have that time. Also while going through each of the eight steps, if one is not worked through properly the 'resistance' to the change will beat the change program. Just some thoughts." |
| └► Graham Cowle (New Zealand) | Kotter's 8 Step | "What products / services does your company sell? What is the business environment telling you? Having used Kotter several times and failed in some, it has built the successes! You fear the "resistance" and this will be your key, I suggest. Therefore what is the driver for "a change is happening in my company" what Kotter says is the behavior...that energizes colleagues, that beams a sense "lets go" ch 1 of Kotter's Heart of Change. Then I would be interested to comment more." |
| └► Paul Rigby (UK) | Our Iceberg Is Melting | "I totally agree, the Kotter model is simple and everyone gets it, there are too many change models out there that do not work because thery are too difficult for people to understand. Any change model needs to be easy to understand and the 8 steps hits the mark." |