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Leading Change Kotter 8 step model - Coggle Diagram
Leading Change
Kotter 8 step model
Establish a Sense of Urgency
Complacency can lead to a LACK of urgency
9 sources of complacency
too much happy talk
human nature
lack of performance feedback
kill-the-messenger culture
absence of a major crisis
too many visible resources
low performance standards
narrow goals for employees
wrong performance measures
Ways to raise Urgency
Create a crisis
Eliminate obvious examples of excess
set targets to an unattainable level
stop measuring subunit performance. Hold more people accountable
send more data to everyone
insist people to talk to unsatisfied people
use consultants to force more data discussion
be more open about the company's problems
bombard people with info
Creating the Guiding Coalition
Use a team focus mentality
Putting together the guiding Coalition
position power
expertise
credibility
leadership
Qualities to avoid
EGO's
Snakes
build an effective team based on TRUST and COMMON GOAL
Developing a Vision and Strategy
Good vision serves 3 important purposes
clarifies the general direction for change
motivates people to take action in the right direction
helps coordinate the actions of different people
6 components of an EFFECTIVE Vision
Imaginable
Desirable
Feasible
Focused
Flexible
Communicable
Communicating the Change Vision
Empowering Employees for Broad-based Action
Barriers to Empowerment
Structure
Skills
Systems
Supervisors
Generating Short Term Wins
Consolidating Gains and Producing More Change
more change not less
more help
leadership from senior management
project management and leadership from below
reduction of unnecessary interdependencies
Anchoring New Approaches in the Culture