Leading Change John Kotter - Indiana Community Action ...

Leading Change John Kotter - Indiana Community Action ...

Leading Change John Kotter The Eight Stage Process 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 like 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 & strategies

Having the guiding coalition role model the behavior expected of employees 5. Empowering BroadBased Action Getting rid of obstacles Changing systems or structures that undermine the change vision

Encouraging risk taking and nontraditional ideas, activities, and actions 6. Generating Short-Term Wins Planning for visible improvement in performance or wins

Creating those wins Visibly recognizing and rewarding people who made the wins possible 7. Consolidating Gains and Producing More Change

Using increased credibility to change all systems, structures, and policies that dont fit together and dont fit the transformation vision 7. Consolidating Gains and Producing More Change Hiring, promoting, and developing people who can

implement the change vision Reinvigorating the process with new projects, themes, and change agents 8. Anchoring New Approaches in the Culture Creating better performance

through customer and productivity oriented behavior, more and better leadership, and more effective management 8. Anchoring New Approaches in the Culture Articulating the connections between new behaviors and organizational success

Developing means to ensure leadership development and succession Leadership & Deep Change There is an important link between deep change at the personal level and deep change at the organizational level. Robert E. Quinn, Deep Change

Responses to Change Denial Acceptance/ Reinforcement Skill Development/ Coaching Anger/ Loss

Bargaining/ Testing More Info/ Reflection

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