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KOTTERS EIGHT (8) STEPS CHANGE MANAGEMENT

MODEL

Team Leader:Ms Cynthia Lao-Denilla

Members:Ms Marcela Como-TinteroMs Eizel Hiren CaroMs Joreen Rocamora

Ms Joanne Marie Villanueva

Presented by: TEAMC

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SEQUENCE OFPRESENTATION

Introduction

The Concept

WhenKotters model isused?

HowKotters model is used?

Application of the model

Recapitulation

References

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John P. Kotter

leadership and change guru

Business Week

EIGHT (8) STEPS CHANGE MANAGEMENT MODEL

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Source of Diagram: NHS Leadership Academy

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New initiatives

Project based working

Technology improvements,

and;

Staying ahead of the

competition

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Kotters 8

Steps forManagingChange

(1)Establish aSense of

urgency

(8)

Institutionalizechanges

(2)

Form aPowerfulcoalition

(3)

Create aVision

(4)

Communicatethe vision

(5)Empower

Others to act

on the vision

(6)Plan for andCreate short-

Term wins

(7)

Consolidateimprovements

Articulate a powerfulrationale and businesscase for change

Assemble a team withenough power andinfluence in theorganization to leadthe change effort

Create a compellingvision of the future toguide the direction of thechangeUse every possible

vehicle to communicate

the vision. Role-model

Remove obstacles to thechange. Change

systems, or structuresthat undermine the vision

Plan visible quick-wins.Implement and recognizeand reward employeesinvolved

Use credibility to changepolicies and procedures

that dont fit vision.Recruit and promoteemployees who canimplement vision

Continually articulate theconnection between the

new way of working andcorporate success. Weavenew corporate style/cultureinto leadershipdevelopment and

successful planning

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(1) EstablishingSense

of Urgency

(2) Creating a Vision (3) Developing aclear vision

(4) Sharing thevision (5) EmpoweringactionsTo clear obstacles

(6) Securing short-

term wins

(7) Consolidating

And keep moving

(8) Anchoring the

Change

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Applicability

Strengths

All top-down change

processes

Focus on buy-in of employees as the focus of success

www.TheLeardshipHub.

com

The linearity of the model can be lead to wrong assumptionsWeaknesses

Clear steps which can give a guidance for the process

Easy to understandCan be successful when all steps are well communicated

Fits well into the culture of classical hierarchies

Once the process has started, difficult to change the directioTop-down, it gives no room for other forms of trueparticipationCan lead to deep frustrations among employees if the stage

of grief and individual needs are not taken into consideratio

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RECAPITULATI

ON

What JPK change management model is

When JPK change management model is used

How JPK change management model is used

Cite sample application

Cite a review on its applicability, strengths & weaknesses

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References:

1) John P Kotter (1996), Leading Change, BostonHarvard Business School Press

2) JP Kotter & DL Cohen (2002), The Heart OfChange, Boston: Harvard Business School PressNHS Improvement Foundation

3) PN Strategic Sail Plan

4) The Naval Leader Official newsletter of CNLE,May 2011 issue

3) www.TheLeadershipHub.com

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