In an earlier post we said there were a number of recognized approaches to structuring a change management programme and we introduced the Kotter model
The model is based on research which showed that there are eight critical steps an organization or service needs to go through to ensure that change happens and sticks. This series of posts will consider these steps in greater detail. we have already dealt with Step One: Create Urgency
Step Two: Form a Powerful Coalition
You will need to convince people that change is necessary. This often takes strong leadership and visible support from key people within your organization. Managing change isn’t enough – you have to lead it and get those who lead the organization to lead the change.
There will be effective change leaders throughout your organization – you just have to find them. They don’t necessarily follow the traditional company hierarchy. To lead change, you need to bring together a coalition, or team or group, of influential people whose power comes from a variety of sources, including job title, status, expertise, and political importance and just sometimes charisma and personality.
Once formed, your “change coalition” needs to really work as a team, continuing to build urgency and momentum around the need for change through-out the organisation..
What you can do:
- Go out and find the true leaders in your organization.
- Ask for an emotional commitment from these key people – explain to them why you need the change..
- Work on team building within your change coalition.
- Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company.
Now you have a powerful coalition