Monday, April 26, 2010

Steps for Leading Organizational Change

John Kotter believes that organizational change normally fails because management has some errors. He then proposed eight steps for leading change in the workplace. This model helps managers to see how to sequence or lead the change process, not help managers to diagnose what needs to be changed. The first four steps, establish a sense of urgency, create the guiding coalition, develop a vision and strategy, and communicate the change vision, all represent the “unfreezing” stage. The next three stages, empower broad-based action, generate short-term wins, and consolidate gains and produce more change, fall in the “changing” stage. Lastly, the last step, anchor new approaches in the culture, represents the “refreezing” stage. These steps help managers shape their behaviors to successful lead organizational change.

In an article called “Five Steps to Effectively Managing Organizational Change”, there are additional ways an organization must follow to find successful change. First they recommend creating “acute awareness of how things are now and how this state of affairs falls short of accomplishing stated goals and objectives. “ Secondly, managers must cherish understanding that something must be done to change the current situation they are in. Thirdly, urgency for change is crucial in order to be accomplished. The fourth step is to “there needs to be a well-thought-out program to ensure the actual adoption of the changes in the way things are done” and rewarding those who perform accordingly. The last step is continuing to solicit feedback on the new ways established and urge further improvements through the employees job tasks.

"Five Steps to Effectively Managing Organizational Change." EzineArticles Submission - Submit Your Best Quality Original Articles For Massive Exposure, Ezine Publishers Get 25 Free Article Reprints. Web. 26 Apr. 2010. .

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