We talk a lot about John kotter’s work on this blog and particularly his 8-Step Change Model, as it is a proven approach based on solid research. Martin Webster on his “Leadership Thoughts” blog has recently provided a very useful summary of the approach.
As a quick reminder:
|1||Increase urgency||People start telling each other, “Let’s go, we need to change things!”|
|2||Build the guiding team||A group powerful enough to guide a big change is formed and they start together well.|
|3||Get the vision right||The guiding team develops the right vision and strategy for the change effort.|
|4||Communicating for buy-in||People begin to buy into the change, and this shows in their behaviour.|
|5||Empower action||More people feel able to act, and do act, on the vision.|
|6||Create short-term wins||Momentum builds as people try to fulfil the vision, while fewer and fewer resist change.|
|7||Don’t let up||People make wave after wave of changes until the vision is fulfilled.|
|8||Make change stick||New and winning behaviour continues despite the pull of tradition, turnover of change leaders etc|
Change Management (Part 1) – Cracking the Code of Change
Change Management (Part 2) – Step Models of Change
Change Management (Part 3a) – Change Capability
Change Management (Part 3b) – Success with IT Change
Change Management – What’s in a Name?
Why are IT projects Change Management time bombs?
The Importance of Change Leadership – Beyond “Step Models of Change”