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KOTTERS EIGHT (8) STEPS CHANGE MANAGEMENTMODEL
Team Leader:Ms Cynthia Lao-Denilla
Members:Ms Marcela Como-
TinteroMs Eizel Hiren Caro
Ms Joreen RocamoraMs Joanne
Presented by: TEAMC
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SEQUENCE OFPRESENTATION
IntroductionThe Concept
When Kotters model is
used?
How Kotters model is used?
Application
Recapitulation
References
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Introduction
John P.
Kotter leadership and change guruBusiness Week
EIGHT (8) STEPS CHANGE MANAGEMENT MODEL
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TheConcept
Source of Diagram: NHS Leadership Academy
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New initiatives
Project based working
Technology improvements,and;
Staying ahead of the
competition
When Kotters 8 Steps Change ofManagement model is used?
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Kotters 8
Steps forManaging
Change
(1)Establish aSense ofurgency
(8)
Institutionalizechanges
(2)
Form aPowerfulcoalition
(3)
Create aVision
(4)
Communicatethe vision
(5)Empower
Others to acton the vision
(6)Plan for andCreate short-
Term wins
(7)
Consolidateimprovements
Articulate apowerful rationaleand business casefor change
Assemble a teamwith enough powerand influence in theorganization to leadthe change effort
Create a compellingvision of the future toguide the direction ofthe changeUse every possible
vehicle to
communicate thevision. Role-model
Remove obstacles tothe change. Change
systems, orstructures thatundermine the vision
Plan visible quick-wins. Implement and
recognize and rewardemployees involved
Use credibility tochange policies and
procedures that dontfit vision. Recruit andpromote employeeswho can implementvision
Continually articulatethe connectionbetween the new wayof working andcorporate success.
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pp y ng e o e.
(1) EstablishingSense
of Urgency
(2) Creating aVision
(3) Developing aclear vision
(4) Sharing thevision (5) EmpoweringactionsTo clear obstacles
(6) Securing
short-term wins
(7) Consolidating
And keep moving
(8) Anchoring the
Change
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Applicability
er a aug n sreview.
Strengths
All top-down changeprocesses
Focus on buy-in of employees as the focus of success
www.TheLeardshipHub.com
The linearity of the model can be lead to wrongassumptions
Weaknesses
Clear steps which can give a guidance for the
processEasy to understandCan be successful when all steps are wellcommunicatedFits well into the culture of classical hierarchies
Once the process has started, difficult to change thedirectionCan lead to deep frustrations among employees if thestages
of grief and individual needs are not taken into
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RECAPITULATI
ONWhat JPK change management model is;
When JPK change management model is used;
and
How JPK change management model is used
Cite a review on its applicability, strengths &
weaknesses
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References:
1) John P Kotter (1996), Leading Change, BostonHarvard Business School Press
2) JP Kotter & DL Cohen (2002), The Heart OfChange, Boston: Harvard Business SchoolPress NHS Improvement Foundation
3) PN Strategic Sail Plan4) The Naval Leader Official newsletter of
CNLE, May 2011 issue3) www.TheLeadershipHub.com
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