MIS Admin Project - Kotter's 8 Step Model
- 2. Sandra Nassif Natalie Wilson Phong Doan This is a product of the Information Systems Department at the Bauer College of Business at the University of Houston
- 3. • John Kotter is a professor at Harvard Business School and a world-renowned change expert who has spent 30 years researching leadership. • He introduced his eight-step change process in his 1995 book, “Leading Change.”
- 4. 1. Create Urgency 2. Pull together the guiding team 3. Create a change vision and strategy 4. Communicate the Vision 5. Remove Obstacles 6. Create Short-term Wins 7. Build on the Change 8. Anchor the Changes in Corporate Culture
- 5. - Examine market and competitive realities - Everyone want change in order for it to successfully be implemented - Identify and discuss crises, potential crises or major opportunities - Develop a sense of urgency will let everyone know how important this change is
- 6. Assemble a group with enough power to lead the change effort Encourage the group to work as a team Get strong leaders to managing change
- 7. - A good leader is crucial to link and correlate the concepts to a unique vision that people can grasp and remember. - After a vision is formulated, strategically form a guide line to implement the vision. - In creating a vision, a leader should understand and determine the values that are central to the change.
- 8. - A leader should communicate the vision thoroughly to spark motivation and keep consistency in the changes. - Applying the vision exhaustingly emphasizes the vision. “walk the talk.” What you do is far more important and believable than what you say. - Use every communication and opportunity as an avenue to express this vision and simultaneously probe and be open about any concerns that the people have.
- 9. - Continually analyze and implement a structure for change. Get people involved so they are involve in the issue. This creates power and effectiveness and also helps identify obstacles. - Creating change leaders whose main goals are to deliver change. Also recognize and reward people whom are making the effort to make the change happen. - Empowerment connects people with the issue making them more effective and powerful.
- 10. -Plan for visible performance improvements -Create those improvements -Recognize and reward employees involved in the improvements
- 11. - Hire, promote, and develop employees who can implement the vision - Reinvigorate the process with new projects, themes, and change agents - The consequences of letting up can be very dangerous. - A leader of a project should never let up before the job is done because critical momentum can be lost and so with regression.
- 12. Articulate the connections between the new behaviors and organizational success Develop the means to ensure leadership development and succession Roots are the most important aspect of a project to remain firmly planted in the culture Culture is composed of norms of behavior and shared values.