Describe Kotter’s model for leading organizational change.

Question

What will be an ideal response?

Answer 1

Another important model for leading change is the Kotter’s eight-step model. 1.
Establish a sense of urgency. Change typically begins with leaders noticing challenges
the organization faces. 2. Form a powerful guiding coalition. Change efforts may start
with just one or two people who begin to convince others that change is needed. 3.
Create a vision. A compelling “picture” of the future must be created. 4. Communicate
the vision. Regardless of how much communication leaders think is needed, they
should multiply that by 10. 5. Empower others to act on the vision. Employees should be
allowed to participate in making changes in their areas. 6. Plan for and create short-
term wins. Change takes time, and change efforts sometimes lose momentum as
frustrations set in with employees. 7. Consolidate improvements and sustain the
momentum for change. A change process can take 5 to 10 years—as force field
analysis shows, the forces against change, such as resistance, may result in regression
to the prior ways of doing things. 8. Institutionalize the new approaches. A leader will
know that the change is frozen in place when followers believe that it is “the way we do
things around here.”