John Kotter, is the author of Leading Change, a great book about the challenges of change and the 8 step process to implement change more effectively and thus avoiding the consequences of lower morale, and business interruptions. Kotter's 8 step process may not always be easy as 1, 2, 3 but, these steps provide a road map to follow.
1. Establish sense of urgency
2. Create the guiding coalition
3. Develop vision and a strategy
4. Communicate the change vision
5. Empower employees for broad based action
6. Generate short win wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture
From my experience, the steps that are frequently missed, downplayed or challenged are: 2, 3, 4, and 5. Often the urgency is present however, I see leaders jump into implementing the change without pulling together the team, so, the leader becomes the change agent, communicator, lead, etc. When a change team is created, there are more champions to communicate the vision, and empower others. The communication of change is very important, right from the WHAT is being communicated to the WHEN and in WHAT ways. I am a strong believer of having a communication plan to guide the communication, this minimizes opportunity for miscommunication, rumours and inaccurate assumptions.
When I facilitated change management processes, these aspects form part of the change charter that is developed by the team leading the change.
To find out more about Kotter's book, visit:
