Change Model

Integrative Paper

Submitted by

Eric Keeton

Prepared for

Gail Hinshaw

Organizational Behavior

MNGT 5590

Spring 2

Webster University

KOTTER CHANGE MODEL

When comparing the leader change and organizational behavior and management, the suggested point s of Kotter truly identifies the need for the leader’s role in the organization. These change efforts, known under different names such as approaches and total quality, reengineering, resizing (downsizing), restructuring, cultural change or transformation, to name a few, have been based on a common set of stages that the process should move exchange, which requires considerable time for implementation, along with a comprehensive and efficient administration because of skipping a few steps would give us only the illusion of speed changes, but without producing satisfactory results. Moreover, critical errors occur at any stage would have devastating effects, with a consequent reduction in the pace of change and negating the benefits achieved previously.

The model of the stages of change developed by Kotter comprises eight steps to transforming organizations and achieving success

• Create a sense of urgency

• Form a powerful coalition

• Create a Vision

• Communicate the vision and corporate strategies.

• Empower others to act on the vision of the organization.

• Secure short-term results.

• Consolidate improvements and continue to deepen the changes.

• Anchor the change in corporate culture

Kotter goes a bit beyond this stage to state in "Leading Change", that organizations require a strong "alliance leader", which is not only the combination of those which, if neglected, could block or hinder the process of change, the alliance must have the characteristics: 1) position, 2) expertise (the set of skills, perspectives and experiences of the team), 3) credibility, 4) leadership.

Whether you are considering a small change in...