Anchor the Change

To make any change stick, it has to become part of the core of your organization! Your corporate culture often determines what gets done, so the values behind your vision must be shown in day-to-day work.

Building on Change

Kotter argues that many change projects fail because victory is declared too early. Real change runs deep and takes time. Quick wins are only the beginning of what needs to be done to achieve long-term change – make sure you take enough time!

Handling Resistance

Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.

Creating Vision for Change

When you first start thinking about change, there will probably be many great ideas and solutions floating around. You need to link these concepts together into an overall vision.

Creating a Sense of Urgency

Kotter model of leading change – Step One is to create a sense of urgency. This is what it means.

Appreciative Inquiry – making change truly positive!

Appreciative Inquiry is an approach to change that focuses on the positive!  It works on the principle that what is good now that can be built on to achieve a vision for the future. When thinking about change people often focus on what is wrong now – what is deficient. This has been the traditional […]

Leading Change and the virtue of patience

Kotter’s eight steps in change leadership – Step Six is to create short-term wins. Nothing motivates and gives people confidence more than success .Big bang changes are fraught with risk and danger so it makes sense, if you have the time, to break your change down into manageable modules.

Leading Change – dealing with fears and facing up to resistance

Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.

Leading Change – do you have a great vision?

A great vision needs to be about the future but it will fail if it is not firmly rooted in the present. You may wish to change the organization but you can’t ignore its history, culture and organization. Most of all you need to make sure there is a connection to its values.