8 Phases to Change

John Kotter, in his 1995 Book “Why Transformation Efforts Fail,” has outlined a number of obstacles to implementing lasting change, and suggests a model with eight phases to the change process:

Specifically, the phases include:

1. Increase urgency: Highlight the evidence from the outside that change is necessary, identify the crisis, and major opportunities.
2. Build the guiding team: Assemble a group with the necessary authority to lead the change effort, show enthusiasm and commitment to these change leaders, encourage them to work together as a team.
3. Get the vision right: Create a vision that helps to direct the change effort, and develop corresponding strategies in order to achieve this vision.
4. Communicate for buy-in: Build alignment and engagement through stories, keep communication simple and honest, over-communicate at every opportunity possible.
5. Empower for action: Remove obstacles to change, and change the systems and structures that work against the objectives you outlined.
6. Create short-term wins: Plan for and achieve visible short term improvements, recognize and reward those involved in implementing these achievements.
7. Do not let up: Plan for and achieve longer term performance improvements as well, recognize and reward those in the lead, and reinforce behaviours that have led to these improvements
8. Make change stick: Articulate the connections between the new behaviours and the renewed success of the organization.

An interesting concept to use when you embark on a change project – always good to quickly ask yourself the key questions of whether you have laid the groundwork to make it happen.