Question

Explain each step of the 08 steps of John Kotter Change plan

Answer 1

The eight steps defined by John kotters change plan are as follows:-

1. Create Urgency

This step of kotters change plan highlight the importance of the change, problems and need of their solution. This step is all about need for change.

Focus is on change.The idea of a change being necessary for the success of the organisation can be very powerful. There should be an environment that supports individuals awareness of an existing problem and can see a possible solution it is likely support for the change will rise. And this is possible by conversation. w This step is all about preparation and Kotter estimates that roughly 75% of a company’s management needs to be behind a change for it to be successful. There should be proper preparation before initiating the process.

2. Formation of a powerful/strong Coalition

The process of change should not be driven by individual but with the cooperation of others also by forming a coliation.The coalition you build should be made up of a range of skills, a range of experience and people who come from different areas of the business, to maximise its effectiveness. The coalition can help you to spread messages throughout the organisation, delegate tasks and ensure there is support for the change organisation-wide. The collaboration , cooperation and hard-work of coliation makes us successful.

3 . Vision for Change

Creating a vision that is easily understandable and includes the overall aim is a useful way of generating support from the whole organisation. It should be inspirational in nature for motivation.

4.Communicate the Vision

Mere stating the Vision will not be helpful ,for better results it needs to be communicated in well organized and planned manner. By using the coliation we can easily communicate.

5. Remove obstacles

In order to have smooth implementation there is need for removal of the barriers whether its individuals, traditions, legislations or physical obstacles. Identify these as early as possible and rely on available resources to break them down ensuring smooth functioning.

6. Create Short-Term Wins

Change processes often take a while to reap any rewards and this can cause support to fall Short term targets are also useful tools for motivation and direction. Using these wins to justify investment and effort can help to re-motivate staff to continue backing the change.

7. Build on the Change

We should be more careful at the end of the process.Many change processes fail as complacency creeps in towards the end and project are not finished properly. Therefore, Kotter argues it is important to sustain and cement the change for long after it has been accomplished.  

8. Changes in Corporate Culture

The change should be permanent not temporary.The changes should become part of the core of our organisation to have a lasting effect. For successful implementation we should be focused.