John Kotter (2007; 2012) [Section in textbook](x-devonthink-item://74CDE229-22DC-4B52-B817-5AF6EB120608?page=681) ## The Process: 1. Establish a sense of urgency for the proposed changes. 2. Create a powerful team to guide and drive the implementation. 3. Develop a vision to direct the change efforts, and a strategy to achieve the vision. 4. Communicate the new vision and strategy. 5. Empower others to help achieve the vision, removing obstacles, encouraging risk taking. 6. Plan for and create short-term wins, and recognize and reward those involved. 7. Consolidate improvements and develop new ideas and projects to support the vision. 8. Ensure that new approaches are embedded in the organization culture. ## Notes - Research shows support for the individual steps - Kotter revised his model - Actually, these are "change accelerators" and not a step-by-step process - Change across the organisation - Hierarchy must be complemented by flexible and agile networks - Kotter was on about *transformational* change, but model has been applied to change in general ## Links - [[Successful Organisational Change - Stouten et al]]