8 stage process of creating major change

1. ESTABLISHING A SENSE OF URGENCY

•Examining the market and competitive realities

•Identifying and discussing crises, potential crises or major opportunities

2. CREATING THE GUIDING COALITION

•Putting together a group with enough power to lead the change

•Getting the group to work together as a team

3. DEVELOPING A VISION AND STRATEGY

•Creating a vision to help direct the change effort

•Developing strategies for achieving that vision

4. COMMUNICATING THE CHANGE VISION

•Using every vehicle possible to constantly communicate the new vision and strategies

•Having the guiding coalition role model the behaviour expected of employees

5. EMPOWERING BROAD-BASED ACTION

•Getting rid of obstacles

•Changing systems or structures that undermine the change vision

•Encouraging risk-taking and non-traditional ideas, activities and actions

6. GENERATING SHORT-TERM WINS

•Planning for visible improvements in performance, or “wins”

•Creating those wins

•Visibly recognizing and rewarding people who made wins possible

7. CONSOLIDATING GAINS AND PRODUCING MORE CHANGE

•Using increased credibility to change all systems, structures and policies that  don’t fit    together and don’t fit the  transformation vision.

•Hiring, promoting and developing people who can implement the change vision

•Reinvigorating the process with new projects, themes and change agents

8. INSTITUTIONALIZING NEW APPROACHES IN THE CULTURE

•Creating better performance through customer- and productivity-oriented behaviour, more  and better leadership and more effective management. 

•Articulating the connections between new behaviours and organizational success

•Developing means to ensure leadership development and succession

Source: Leading change, by J P Kotter, 1996, Boston: Harvard Business School Press

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