Change can be a daunting prospect, especially within an organisation where it can upset the status quo and potentially cause conflict. However, change is essential for growth and progress. To manage change effectively, a structured approach is needed. This is where Kotter’s 8 Step Change Model comes into play. This model offers a systematic roadmap for implementing change within an organisation.
This article elucidates Kotter’s 8 Step Change Model, explaining how we would deploy the model or train your teams to apply the model within your organisation.
Understanding Kotter’s 8 Step Change Model
John Kotter’s 8 Step Change Model is a widely recognised framework for successful organisational change, which is widely applied across numerous sectors. As revealed in his book “Leading Change,” this model is the result of extensive research revealing a modest 30% success rate in implementing organisational transformations.
Change can take various forms, including: adoption of new technologies, mergers and acquisitions, strategic shifts, cultural evolution, and more.
A Quick Look at John P. Kotter’s Background
John P. Kotter, a professor at Harvard Business School, is globally renowned as a leading authority on leadership and change.
His best-selling book, which discusses common errors organisations make during change implementation and presents an eight-step process for successful change execution, is widely regarded by managers around the world as the change management bible.
Breaking Down the 8 Steps of Kotter’s Change Model
Facilitating change is no easy task. Numerous obstacles such as teamwork deficiencies, rigid corporate cultures, arrogant attitudes, and general human resistance can derail any change implementation initiative.
Kotter outlines 8 steps organisations must undertake to surmount these obstacles and effectively enact large-scale transformations. These steps ensure that, at the end of the process, the organisation is not just ready but also committed to accepting the changes.
1: Creating a Sense of Urgency
Kick off the process by cultivating a sense of urgency among management and employees alike. Everyone involved must perceive the change as crucial for organisational growth. Without their backing, maintaining the momentum of the change initiative and achieving sustainable transformation will be challenging.
The goal of this step is to prepare the workforce for the impending change and stimulate their contribution. To succeed, approximately 75% of the organisation’s management should support the change initiative. This can be achieved by:
- Identifying existing threats and opportunities impacting the organisation through a team SWOT / SOAR or SCRS analysis, which can then be used to develop future scenarios.
- Openly discussing with colleagues the current situation and the necessity for change.
- Creating a forum for dialogue on the issues, threats, and possible solutions.
- Seeking endorsement or sponsorship from stakeholders and industry experts.
2: Assembling a Guiding Coalition
This step involves forming a competent team equipped with the necessary skills, qualifications, reputation, connections, and influence to lead the change efforts and sway stakeholders. The team should:
- Have a shared understanding of the need for change.
- Understand the mission, goals, and objectives.
- Be clear about roles, responsibilities, and performance measures.
- Understand the risks, challenges, and success factors associated with the change initiative.
- Have clear processes for measuring success, decision-making, tracking issues, and resolving conflicts.
The size and composition of a change management team will vary depending on the nature and scope of the proposed organisational change initiative. An effective team structure typically includes the following core roles:
- The Change Sponsor: A senior executive who authorises and champions the change effort. They provide high-level support, resources, and remove barriers.
- The Steering Committee: Cross-functional leaders selected by the Sponsor to develop the strategic vision and oversee project execution. The Committee guides the organisation through planning, communication, and issue resolution.
- Change Ambassadors: Highly respected representatives who engage stakeholders across divisions and gain buy-in. They socialise the vision and support two-way understanding of how the change will impact various groups.
- Change Managers: Responsible for planning and driving workstream activities to successful completion on schedule. They work closely with Ambassadors to coordinate engagement efforts and roll out change implementation in an agile, adaptable manner aligned with stakeholder needs.
3: Formulating Vision and Strategies
Here, the goal is to create a sensible vision to guide the initiative and develop effective strategies for its achievement. The vision should be clear, realistic, and aligned with organisational values and the change initiative.
4: Communicating the Change Vision
This step focuses on effectively communicating the vision and strategies to encourage organisation-wide acceptance and support for the change initiative. The objective is to capture the hearts and minds of the employees, making them believe in the possibility of change and its benefits.
When crafting an organisational vision to guide change, it is important to:
- Anchor the vision in the core values and purpose that unite the organisation. Reference how the change momentum aligns with these foundations.
- Involve stakeholders across levels and functions in shaping the vision. Crowdsource ideas and perspectives to build inclusion and enthusiasm.
- Express the vision with straightforward, unambiguous language fitting for all audiences. Ensure organisational members can quickly understand their role and the desired impact.
- Incorporate relevant market insights, performance metrics, trends analysis, and other data-driven perspectives to substantiate strategic goals and objectives laid out in the vision.
- Maintain vision statements that are compelling yet concise – able to inspire and communicate the purpose driving change in brief discussions or presentations. Simplicity fosters clarity and retention.
5: Eliminating Barriers to Action
When implementing widescale change, obstacles are common. These can come in the form of insufficient processes, resistance to change, disempowering managers, organisational policies, and structure. The goal here is to remove such obstacles blocking the path to achieving the change vision.
6: Achieving Short-Term Wins
To maintain momentum and encourage continued support for the initiative, it’s crucial to have short-term goals to accomplish and celebrate early in the change process. These quick wins should be visible, unambiguous, and related to the change initiative.
7: Building on the Change
This step involves ensuring persistent efforts towards achieving the change vision while measuring progress. It’s vital not to declare victory prematurely after a few quick wins but to keep the momentum of change.
8: Making Change Stick
In the final step, change leaders nurture a new culture where change can stick. This includes clearly communicating how the desired changes in behaviour directly supported organisational goals and the overall vision for success. Providing ongoing reiteration and reinforcement of the relationship between new ways of working and improved performance. As the new behaviours are practiced and become routine, continue applauding and rewarding their use until they fully replace previously engrained habits and cultural norms over time. The goal is to make the changes intrinsically motivating for all staff by consistently demonstrating their positive impact on both individual and collective outcomes.
Ready to Implement Change?
Are you leading an organisational change initiative that requires expert guidance? Improvementors has the experience and tools to help your change effort succeed.
As a leader in change management consulting and training, we can provide the resources and support needed to drive positive transformation. Whether you need help planning and implementing change, or want to empower your team with the skills to manage change independently, Improvementors has a solution for you.
Complete Change Management Solution
For complex change initiatives, leverage our complete change management solution. We will plan and execute all aspects of your project, from creating a communication strategy to guiding adoption. Our certified practitioners handle every step so you can focus on your core work.
Employee Training in Change Management
Not sure where to start or want to develop internal capabilities? Our training programs teach your employees proven frameworks for leading change. From our public workshops to customised on-site courses, we’ll impart the knowledge to facilitate change from within your organisation.
Contact us today to discuss your unique needs and challenges. One of our consultants would be happy to review your situation and provide a tailored proposal. With Improvementors as your partner, you can be confident your change effort is in reliable, expert hands. Don’t delay – complete our online contact form, and we will call you right back at your convenience!
