Over 30 years ago, Dr John Kotter identified an eight-step model for ensuring successful change in an organisation that sticks. Today, this model is still as relevant as it was then.
Dr Kotter’s model formed the key tenets to the innovation program we created and ran. I wrote the eight steps in the inside cover of each notebook I used. Being both strategic and practical, the model really does work, and when anything went wrong, we found we had normally strayed from the model.
If you are leading or running a change, transformation or innovation program and you are not aware of the Kotter change model, I encourage you to become familiar with it: You will not regret it!
The eight steps are outlined here…
Step 1: Establishing a Sense of Urgency
Help others see the need for change and they will be convinced of the importance of acting immediately.
Step 2: Forming a Powerful Guiding Coalition
Assemble a group with enough power to lead the change effort, and encourage the group to work as a team.
Step 3: Creating a Vision
Create a vision to help direct the change effort, and develop strategies for achieving that vision.
Step 4: Communicate the Vision
Make sure as many as possible understand and accept the vision and the strategy.
Step 5: Empowering Others to Act on the Vision
Remove obstacles to change, change systems or structures that seriously undermine the vision, and encourage risk-taking and nontraditional ideas, activities, and actions.
Step 6: Planning for and Creating Short-term Wins
Plan for achievements that can easily be made visible, follow-through with those achievements and recognize and reward employees who were involved.
Step 7: Consolidating Improvements & Producing More Change
Use increased credibility to change systems, structures, and policies that don’t fit the vision, also hire, promote, and develop employees who can implement the vision, and finally reinvigorate the process with new projects, themes, and change agents.
Step 8: Institutionalisation New Approaches
Articulate the connections between the new behaviors and organizational success, and develop the means to ensure leadership development and succession.