Kotter's 8-Step Change Practice: A Guide for Successful Implementation

Today, organizations are facing a greater need to adapt to new realities. This often results in organizational change. The process of implementing change in an organization is often complex and challenging for most managers. To increase the chances of successful implementation, it is recommended to use some version of a change model. One of the most popular models is John Kotter's 8-step change model, which includes the following specific steps:

1. Establish a sense of urgency
2. Create the guiding coalition
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower broad-based action
6. Generate short-term wins
7. Consolidate gains to produce more change
8. Anchor change in the organization's culture

Establish a Sense of Urgency

First, the organization needs to create a sense of urgency for change. This involves highlighting potential risks and future scenarios that the organization may face if it does not adapt.

Create the Guiding Coalition

The organization needs a strong core of promoters who can influence every employee in the business.

Develop a Vision and Strategy

The aim of this step is to define the changes and the vision of the organization.

Communicate the Change Vision

Now it is time to spread the idea of change to the rest of the organization, including the front-line employees.

Empower Broad-Based Action

If the previous steps have gone well, the employees should be eager to get started with the changes.

Generate Short-Term Wins

Finally, progress to deploying the changes and reward those who are sticking to the changes and helping the organization meet its targets.

Consolidate Gains to Produce More Change

This stage is all about sustaining the momentum that the organization generated for the changes.

Anchor Change in the Organization's Culture

Finally, the organization needs to ensure that the changes have been firmly established, both in the documentation and company culture.