Kotter’s 8-Step Change Model

“People will not embrace change until they sense the need for it”, John Kotter, A Harvard Professor.

Kotter’s 8-step change model is considered to have a crucial impact on the business world, driving top companies towards the edge of success. This 8-step change model is based on Kotter’s theory, published in 1995 in his book Leading Change.

In the corporate world, where thousands of businesses compete with each other, implementing change is essential to succeed. However, it is also challenging. According to a survey, only 30-35% of businesses survive. (source: CEB Corporate Leadership Council, 2016).

This was something, a retired Harvard Business School professor, John Kotter understood better than anyone. After researching about 100 businesses who have gone through major change, Kotter developed a change model theory. It outlines 8 essential factors from creating a sense of urgency to driving a coalition.

In this article we will explore Kotter’s 8-step change model that businesses can implement in their management process for better success.

What is Kotter’s 8-Step Change Model?

John Kotter’s 8 step change model is a framework designed for companies to help manage change. It consists of eight crucial steps, including;

1. Create a sense of urgency
2.  Form a powerful coalition
3. Create a vision for change
4. Communicate the vision
5. Empower broad-based action
6. Generate short-term wins
7. Build on change
8. Anchor the company towards change.

Now, the question is, what’s Kotter’s 8-step change model used for?

What Is The Purpose of Kotter’s 8-Step Change Model?

Kotter’s 8 step change model aims to guide businesses towards a structured approach so that they can initiate change. Furthermore, it helps in responding to the opportunities or threats within the company. This change model theory is based on teamwork and how employee willingness can drive success. Moreover, according to him:

• Implementing change is easier when staff is interested in making change.
• Also, the change doesn’t happen overnight. In fact, it is a gradual transformation guided by the eight steps.
• These steps are built on each other. Additionally, this framework plays a vital role in driving the organisation’s success.

Using Kotter’s 8 step change model is easy as it offers clear guidance. Furthermore, it includes years of research and has proven to be successful if implemented right.

What are the 8 Steps in Kotter’s Change Model?

From creating a sense of urgency to building a coalition, guiding towards vision, generating short-term wins, Kotter’s 8-steps model for change is a structured framework.

Here’s a brief overview in the detailed table:

Source: The 8 steps in kotter’s change model By ResearchGate.

Key Point: These eight points are built on one another. Hence understanding each one is essential for better success. Moreover to learn more, consider referring to the kotter’s 8 step change model pdf.

Step 1: Create an Urgency

For the change to occur, organisations must understand the need for change. Hence the first step of Kotter’s change model suggests creating an urgency.

The leader’s responsible for convincing the employees that change is necessary. Furthermore, with the business world evolving, companies should be on the lookout for why change is necessary.

Tips:

• Look for potential threats that loom over the company. Furthermore, back these claims with necessary data to show why change is necessary.
• Be honest about the future opportunities and how they can be the reason for long-term success.
• Directly talk to the suppliers, stockholders, and employees to understand their concerns regarding change.

Note: According to Kotter, approximately 75% of the employees should agree with the change for it to actually happen. Furthermore, the first step of this change model is a bit time consuming, requiring all the hard work and effort.

Step 2: Form a Powerful Coalition

Once the need for change is established, the second step is to gather around a group of powerful people who share the same vision related to change.

Additionally, the people must be from different departments and levels within the organisation. Also, this is not a solo act so the employees must be able to work as a group.

Here is how they can form a group

• Identify the key leaders with significant influence across various levels of organisations.
• Build trust by sharing the need for change. Furthermore, actively listen to the stakeholders to understand their perspectives and expectations.
• Additionally, set clear goals and work on building a team with diverse skills.

Step 3: Develop the Change Vision

The third step involves telling the team why change matters. Furthermore, it is also developing a clear change vision. Tell the employees how implementing this change can benefit in the future as compared to today. Also the leaders must be able to paint a vivid picture of what success is going to be like.

For this, they can:

• Create a short summary of what the vision is and develop strategies using data or statistics to implement it.
• Furthermore, make sure to align the vision with the company’s core values, goals and objectives.
• Ensure everyone can easily understand it. Additionally, consider taking their suggestions for improvement.

Step 4: Communicate The Vision

Once the vision is created, it is time to communicate with other employees within the organisation in such a way that they accept it.

Nonetheless the main goal is to persuade them that the change is achievable. Also the leaders must convey that the rewards benefit them.

What to do:

• Use different tactics and means to communicate the vision.
• Furthermore, the vision should be applied to every aspect of operations.
• Actively listen to people’s problems and try to address them openly.

Step 5: Remove Obstacles

Change is not easy and facing obstacles is quite common. Not enough efforts, unsatisfied employees resisting to change, disempowering management, etc are to name some.

Hence, the fifth crucial step, according to Kotter’s change model, is to get rid of obstacles. Here are how the leaders can do it:

Tips:

• Provide training and resources to employees.
• Furthermore, remove the barriers that prevent them from taking actions.
• Recognise employee’s efforts for making change happen.

Step 6: Generate Short-Term Wins

Succeeding in the change is the biggest motivating factor for employees to keep on going. Hence, whether it’s for weeks, months, or even years, giving the company some short-term wins is essential. This not only helps demonstrate the hard work but also develops the value of change in employees’ minds.

Here is what they can do:

• Break the change process into manageable goals.
• Make sure the targets met are clearly visible in the organisation. Additionally, use these wins to foster change.
• Appreciate employee’s efforts by providing different rewards.

Step 7: Build on the Change

According to Kotter, many companies fail when implementing change models because they declare success too early. Moreover, he argues that change runs deep and is a gradual process.

Hence, it is crucial for leaders to encourage employees to produce more change until they reach the desired outcomes.

To keep the momentum of change going, they must:

• Determine things that worked well. Furthermore, identify where things might have gone wrong when using the change model.
• Also, address more complex changes. Additionally, bring fresh ideas by making potential changes within the team.
• Continue to motivate the workers.

Step 8: Make Change Stick

The last step of Kotter’s 8-step change model is to make the change stick. It’s the leader’s responsibility to create a culture where change can be sustained. This way, they can ensure that the vision becomes a part of the company in the long run.

Here are some tips for this:

• Align the new practices with the existing structure and policies.
• Ensure to communicate the progress clearly. Moreover, provide training resources to include the skills needed for the change.
• Additionally, modify or eliminate the processes that don’t support change.

Note: Leaders should involve employees at every step when bringing change as their support is going to be vital for success.

Key Takeaways

• John Kotter created a 8-step change model that proves to be a potent tool for inspiring leaders.
• His model aims to guide business towards a structured approach so that they can initiate change and respond to threats or opportunities.
• Furthermore, by creating urgency, forming a powerful coalition, developing the change vision, communicating, removing obstacles, generating short wins, building on change and making it stick, a company can implement change model and drive long-term success.

Author Bio:

Harry Oscar is a 32-year-old professional CIPD research and writing specialist with 7+ years of experience in the field. He graduated from the University of London, Lives in London, and has an amazing grasp of all three levels of CIDP. Currently, he has been working for an agency named “CIPD Assignments Help UK,” and he is a senior consultant who handles students’ requests to “Write my CIPD Assignment.” Apart from this he is an excellent musician too and plays guitar in his free time.