Leading Change is one of the more well-known change management models available today, and while some may view it as too top down, it provides a comprehensive checklist to successfully introduce change into an organization.
Step one of repositioning a company requires creating a vision, setting realistic goals that can be measured, and altering organizational norms, values, processes, reward systems and infrastructure areas to support this new direction.
1. Create a Sense of Urgency
Change can be intimidating for individuals; in order to increase engagement you need to create an atmosphere of urgency for those affected by it. Also be sure to identify why there’s need for change and explain them to your team members.
Establishing an urgency can be tricky, since you don’t want to alarm people or appear too pushy. Instead, an authentic sense of urgency should come from tapping into people’s core values and motivating them toward action.
Communicate the changes needed and their importance, along with their benefits to your organization. For instance, when changing marketing processes in a company, make your case using data and metrics backed up with facts to bolster it. Remind your team regularly of their goals to keep this change initiative moving forward successfully.
2. Build a Guiding Coalition
Step two in Kotter’s change management model involves creating an influential guiding coalition. A guiding team consists of influential people within an organization who help promote and guide change; having this group help ensure major changes are communicated throughout all departments and that major decisions are accepted by everyone involved.
This team should consist of people who are highly respected and influential within the organisation, who also possess an interest in and commitment to change initiatives. Members should not be constrained by organizational hierarchies and be able to collaborate effectively as members of this guiding coalition.
It’s essential that guiding coalitions are able to generate short term wins in terms of performance enhancements or other tangible changes, providing optimism and validation that sacrifices made in support of change are worth their while, providing invaluable feedback that they can use to refine their vision and strategy.
3. Establish a Vision
Once you’ve established an urgent sense of need and formed a guiding coalition, the next step should be creating an appealing vision that motivates everyone involved to work towards it. Your goal should be based on research such as projections or company trends; ensure it can easily be understood by everyone and incorporate any new methods that need to be introduced into it.
Establishing a vision will also help you identify which initiatives are most suitable to the change effort and which ones should be avoided to save both time and resources on ineffective strategies.
Vision statements must be realistic, with specific milestones that will help you meet it, in order to motivate people and show what the short term pain is worth in the long run. Communicating the vision at various points during its implementation is also key; for example, start off with an easy to grasp overview before providing more details as work proceeds and reduce any confusion among employees. Set achievable goals early on that you celebrate as this can help create momentum that helps reduce resistance.
4. Develop a Strategy
Kotter is well-known for observing numerous companies attempting to make change, then distilling key success factors into his eight-step change process. Though it may be tempting to bypass some steps, he cautions that any critical errors in any step could have devastating repercussions – often slowing progress down and sometimes undoing previous gains made.
At this step, leaders strive to foster a new culture that will support change. They accomplish this through shifting organizational norms and values, policies, processes, reward systems and even physical layout. Furthermore, leaders create leadership development plans reflecting this new direction while simultaneously identifying individuals obstructing it and taking steps against them.
Maintain momentum by setting short-term goals that can be accomplished quickly and easily. Leaders should celebrate these victories widely while analyzing what worked and didn’t work to gain insights from each victory, in order to learn from it and develop proactive solutions tailored towards meeting those needs.
5. Build a Plan for Implementation
Steps two through five focus on creating a plan and strategy to drive change forward, such as setting up organizational processes, structures, policies and rewards that support their vision and goals; providing employee training; coaching; mentoring programs as a means of encouraging successful change within organizations; as well as offering assistance with future growth.
At each step in the process, leadership must provide effective communication throughout. A positive message about change while being realistic about its challenges and risks should be communicated to employees. Progress updates should also be provided and small victories celebrated, while not overcompensating too soon and working toward improvement initiatives should remain top of mind.
Implementing change that fits with your organization’s strategic direction requires having a detailed plan in place. A clear vision helps motivate teams and provides direction for actions taken by managers. You must set realistic targets to track progress while satisfying company stakeholders; additionally, such a framework provides a means of overcoming any potential barriers or opportunities that might emerge as you initiate these changes.
6. Create a Culture of Change
Remind people that leading change is hard and takes patience; that is why reinforcing and celebrating both small and big victories are so crucial in keeping people engaged and motivated.
Making sure that the company culture doesn’t get lost amid all this change is also paramount, and gathering employee feedback through surveys and focus groups prior to starting any process, regularly collecting their opinions while it’s underway, and after its completion can ensure your new culture resonates with its target audience.
Additionally, it’s crucial that leadership embrace the culture change process. Without their backing, employees may struggle to commit. If any leaders bring negativity into the process, removal may be necessary. Furthermore, make sure the vision for your new culture can be seen throughout all organizational processes and structures so people don’t fall back into old habits while resisting change.
7. Remove Barriers
Implementing organizational change successfully means eliminating any potential roadblocks to its success, such as employee resistance, insufficient communication or limited resources. If these barriers impede progress they could prolong or even thwart any change efforts being undertaken.
To overcome obstacles to change, you should communicate its purpose and demonstrate its advantages for your organization. This can help garner support for any initiatives undertaken and encourage employee participation. Creating an atmosphere conducive to this initiative also contributes greatly.
Kotter’s 8 step change model provides an effective framework for overseeing organizational transformation. However, it’s important to remember that not all models of change management are equal; to get the best out of your change management process, tailor your approach according to the unique needs of your business. If you need additional information on implementing change, Shortform provides world-renowned book summaries and analyses – start your free trial of our book guides now.
8. Maintain the Momentum
Maintaining momentum for change can be challenging, but there are ways you can sustain energy and enthusiasm for change. One effective strategy for doing so is setting small goals and milestones relevant to your overall vision that are easily reachable – then celebrating each one when reached; this will keep employee spirits high while encouraging continued forward progress.
Another way to sustain momentum is to instil a sense of urgency by setting a deadline and eliminating barriers that would impede progress. Furthermore, having strong leadership from your coalition is essential; their members should possess enough power, credibility, reputation, and connections to overcome ongoing resistance or inertia and push things forward effectively.
Setting in motion change can be daunting, yet vitally necessary for the success of any company. By following the steps outlined here, you can ensure your business can adapt and evolve in an ever-evolving business environment. For more assistance in introducing changes at your organization, reach out to Kotter.
