How to Manage Change in Your Organisation

Change is a constant in any organisation, whether it’s due to technological advancements, economic shifts, or simply just competition. While change can bring new and exciting opportunities, it can also be met with resistance. John Kotter, a Harvard professor, recognized this challenge and developed an 8-step model to help businesses effectively implement and manage change. 

Step 1: Create Urgency

The first step is to create a sense of urgency around the need for change. This can be achieved by identifying the risks and opportunities associated with the change and communicating them to the stakeholders. Leaders should explain why the change is necessary and why it needs to happen. This will help overcome resistance to change.

Step 2: Form a Coalition

Change cannot be achieved by a single individual or department. It requires the collective effort of a team with a shared vision and commitment. The coalition should include people from different levels of the business, and different areas of expertise. This will help build support and buy-in for the change.

Step 3: Create a Vision

The vision for change should be clear and compelling. It should describe what the business will look like after the change is implemented and how it will benefit the company. The vision should be communicated in a way that inspires and motivates people to take action.

Step 4: Communicate the Vision

The vision needs to be communicated effectively and frequently to all stakeholders. This will help to build understanding and support for the change. Leaders should use different communication channels to reach people in different ways, such as emails and town hall meetings.

Step 5: Removing Obstacles

To implement the change successfully, people need to be empowered to act on the vision. This requires removing any obstacles or barriers that may prevent people from taking action. Leaders should provide the necessary resources, training, and support to enable people to contribute to the change.

Step 6: Create Short-Term Wins

It is important to create short-term wins to build momentum and maintain support for the change. These wins should be visible and meaningful to the stakeholders. They should demonstrate progress towards the vision and provide evidence that the change is working.

Step 7: Build on the Change

Once short-term wins are achieved, it is important to consolidate the gains and use them as a foundation for further change. Leaders should identify what worked well and what needs improvement. They should use this knowledge to produce more change and build on the momentum generated by the short-term wins.

Step 8: Anchor the Change

The final step is to anchor the new approaches in the organisation’s culture. This requires making the changes a part of the business values, norms, and beliefs. Leaders should ensure that the change is integrated into the organisation’s policies, procedures, and practices. This will help to sustain the change and ensure its long-term success.

Conclusion

In conclusion, Kotter’s 8-step change model provides a practical framework for implementing and managing change in businesses. It emphasises the importance of building support and momentum, communicating effectively, and empowering people to act on the vision. By following these steps, businesses can successfully navigate the challenges of change to achieve their desired outcome.

If you want to learn more about how to effectively manage change in your organisation, check out our Professional Academy Diploma in Change Management today!