Team c Kotter's Eight (8) Phases of Change July 15 2011

8/2/2019 Team c Kotter's Eight (8) Phases of Change July 15 2011

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2005 Prentice Hall Inc. All


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KOTTERS EIGHT (8) STEPS CHANGE MANAGEMENTMODEL

Team Leader:Ms Cynthia Lao-Denilla

Members:Ms Marcela Como-

TinteroMs Eizel Hiren Caro

Ms Joreen RocamoraMs Joanne

Presented by: TEAMC


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SEQUENCE OFPRESENTATION

IntroductionThe Concept

When Kotters model is

used?

How Kotters model is used?

Application

Recapitulation

References


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Introduction

John P.

Kotter leadership and change guruBusiness Week

EIGHT (8) STEPS CHANGE MANAGEMENT MODEL


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TheConcept

Source of Diagram: NHS Leadership Academy


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New initiatives

Project based working

Technology improvements,and;

Staying ahead of the

competition

When Kotters 8 Steps Change ofManagement model is used?


7/12 2005 Prentice Hall Inc. All

Kotters 8

Steps forManaging

Change

(1)Establish aSense ofurgency

(8)

Institutionalizechanges

(2)

Form aPowerfulcoalition

(3)

Create aVision

(4)

Communicatethe vision

(5)Empower

Others to acton the vision

(6)Plan for andCreate short-

Term wins

(7)

Consolidateimprovements

Articulate apowerful rationaleand business casefor change

Assemble a teamwith enough powerand influence in theorganization to leadthe change effort

Create a compellingvision of the future toguide the direction ofthe changeUse every possible

vehicle to

communicate thevision. Role-model

Remove obstacles tothe change. Change

systems, orstructures thatundermine the vision

Plan visible quick-wins. Implement and

recognize and rewardemployees involved

Use credibility tochange policies and

procedures that dontfit vision. Recruit andpromote employeeswho can implementvision

Continually articulatethe connectionbetween the new wayof working andcorporate success.



pp y ng e o e.

(1) EstablishingSense

of Urgency

(2) Creating aVision

(3) Developing aclear vision

(4) Sharing thevision (5) EmpoweringactionsTo clear obstacles

(6) Securing

short-term wins

(7) Consolidating

And keep moving

(8) Anchoring the

Change



Applicability

er a aug n sreview.

Strengths

All top-down changeprocesses

Focus on buy-in of employees as the focus of success

www.TheLeardshipHub.com

The linearity of the model can be lead to wrongassumptions

Weaknesses

Clear steps which can give a guidance for the

processEasy to understandCan be successful when all steps are wellcommunicatedFits well into the culture of classical hierarchies

Once the process has started, difficult to change thedirectionCan lead to deep frustrations among employees if thestages

of grief and individual needs are not taken into



RECAPITULATI

ONWhat JPK change management model is;

When JPK change management model is used;

and

How JPK change management model is used

Cite a review on its applicability, strengths &

weaknesses



References:

1) John P Kotter (1996), Leading Change, BostonHarvard Business School Press

2) JP Kotter & DL Cohen (2002), The Heart OfChange, Boston: Harvard Business SchoolPress NHS Improvement Foundation

3) PN Strategic Sail Plan4) The Naval Leader Official newsletter of

CNLE, May 2011 issue3) www.TheLeadershipHub.com



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Team c Kotter's Eight (8) Phases of Change July 15 2011