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How can you use the Kotter 8-step model to create urgency and momentum?

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If you want to lead your team or organization through a successful change, you need to create a sense of urgency and momentum. Without these, your change efforts may stall, face resistance, or lose focus. One of the most popular and effective frameworks for managing change is the Kotter 8-step model, developed by Harvard professor John Kotter. In this article, you will learn how to use this model to generate and sustain urgency and momentum for your change initiative.

本文章的要点总结

Craft a compelling vision:

A vision that resonates with everyone provides a powerful reason for change. Ensure it's meaningful to each team member to spark action.
Foster existing passions:

Cultivate a culture by channeling the existing passion within your team. Empower them to step into roles where they can drive change.

本摘要由 AI 和以下专家提供支持

SiewFui Lau [PMI-PMP?, LeanSixSigma]

Business Ops Transformation | 2024/25…
April K. Mills

Author. Speaker. Trusted Advisor…

1 Establish a vision

The first step of the Kotter 8-step model is to establish a clear and compelling vision for the change. This vision should answer the questions: Why is the change necessary? What are the benefits and opportunities of the change? How will the change affect the team, the customers, and the organization? A strong vision will help you communicate the purpose and direction of the change, inspire and motivate your team, and align your actions with your goals.

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SiewFui Lau [PMI-PMP?, LeanSixSigma]

Business Ops Transformation | 2024/25 PMIMY Dir of Major Event | 2022/23 PMIMY Presidential Awardee | Project/ Program Management | Authentic Leadership | Advocate for DE&I | PRISM2024 Sponsor | HRDC Accredited Trainer
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A vision that can 'decode' the big WHY, compelling for each and everyone on team to work towards it. End of the day, it has to be purposeful and meaningful to enable the team to 'jump' into action.

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April K. Mills

Author. Speaker. Trusted Advisor. Leading-Edge Results Accelerator. Tireless Advocate for Families of Children with Special Needs.
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I agree, and the vision should include what role you see yourself playing in the work to accomplish the goal. Too often leaders make the vision sterile. Make it personal. Say why you connect with it and how potentially you see others connecting with it. Explain why you believe this is urgent and then show your personal urgency.

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2 Form a coalition

The second step of the Kotter 8-step model is to form a coalition of influential and committed people who will support and drive the change. This coalition should include leaders, managers, experts, and champions from different levels and functions of the organization. They should share the vision, have the authority and credibility to influence others, and have the skills and resources to execute the change. A powerful coalition will help you overcome barriers, create buy-in, and mobilize action.

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3 Communicate the vision

The third step of the Kotter 8-step model is to communicate the vision to all stakeholders, both internally and externally. This communication should be frequent, consistent, and tailored to different audiences. It should use various channels and formats, such as meetings, emails, newsletters, videos, podcasts, and social media. It should also invite feedback, questions, and suggestions from the stakeholders. The aim of this communication is to create awareness, understanding, and enthusiasm for the change.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/ Organisational Management Expert/After 98 years, SICCI is not just making history but redefining it with the First Female ED appointment.
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The Kotter 8-step model provides a framework for leading organizational change effectively. Creating urgency and momentum is a critical first step in initiating organisational change. Create a Vision for Change: Develop a compelling vision: Define a clear and inspiring vision that outlines the desired future state and the benefits of change for the organization. Communicate the vision: Articulate the vision to resonate with stakeholders and inspire commitment and action. Connect the vision to values: Align the vision with the organization's core values and purpose to foster employee buy-in and alignment.

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4 Empower action

The fourth step of the Kotter 8-step model is to empower action by removing obstacles and enabling participation. This means identifying and addressing the sources of resistance, such as fear, uncertainty, doubt, or inertia. It also means providing the necessary training, tools, resources, and support to help people adapt and perform. It also means encouraging and rewarding innovation, experimentation, and collaboration. The goal of this step is to create a culture of empowerment and ownership for the change.

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April K. Mills

Author. Speaker. Trusted Advisor. Leading-Edge Results Accelerator. Tireless Advocate for Families of Children with Special Needs.
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I agree but I would reframe “create a culture” to “cultivate a culture” because the capacity for engagement and acceleration already exists in your organization. Usually the actions needed are to channel the passionate people into roles where they can contribute versus installing in them something that was missing.

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5 Generate short-term wins

The fifth step of the Kotter 8-step model is to generate short-term wins by achieving and celebrating milestones and results. These wins should be specific, measurable, and visible. They should also be aligned with the vision and the long-term goals. They should be communicated widely and recognized appropriately. The purpose of these wins is to create positive feedback, reinforce progress, and build confidence and momentum for the change.

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6 Consolidate gains

The sixth step of the Kotter 8-step model is to consolidate gains by building on the successes and learning from the failures. This means analyzing the data, feedback, and lessons from the change process. It also means identifying and implementing improvements, best practices, and solutions. It also means reinforcing the changes, ensuring they are embedded and sustained. The objective of this step is to create a continuous improvement cycle and avoid complacency and backsliding.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use the Kotter 8-step model to create urgency and momentum?

1

2

3

4

5

6

7

1 Establish a vision

2 Form a coalition

3 Communicate the vision

4 Empower action

5 Generate short-term wins

6 Consolidate gains

7 Here’s what else to consider

Staff Development

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How can you use the Kotter 8-step model to create urgency and momentum?

1

2

3

4

5

6

7

1 Establish a vision

2 Form a coalition

3 Communicate the vision

4 Empower action

5 Generate short-term wins

6 Consolidate gains

7 Here’s what else to consider

Staff Development

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