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 and Step Two: Form a Powerful Coalition
Step Three: Create a 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 so that people can grasp them easily and remember.
A clear vision can help everyone understand why you’re asking them to do something – even when it is uncomfortable. When people see for themselves what you’re trying to achieve, then the directives they’re given tend to make more better sense and they can commit to them.
What you can do:
- Determine the values that are central to the change.
- Develop a short summary (one or two sentences) that captures what you “see” as the future of your organization.
- Try your vision out on a colleague – can they see the big picture?
- Create your strategy so that it executes your vision.
- Ensure that your change coalition can describe the vision in five minutes or less.
- Practice your “vision speech” often.