Final Project

Chart

Kotter’s change model

1.Establish a sense of urgency

2.Establish a guiding coalition

3.A vision and strategy

7.Consolidate gains and make more change

6.Create short-term wins

5. Empower broad-based actions

Anchor new approaches in the culture

4.Communicating the change mission

Creating a sense of urgency is the process of ensuring that people recognize the need for change. It is important that the company mention such things as competition or poor sales for people to understand how crucial the change process is to the company.

There is a need for a powerful coalition that would result from a powerful leadership and support from key people. Creating a vision for change assist in ensuring that the change process makes more sense since they can relate to the change vision (Kotter, 2012).

Communicating the change vision is vital as it will be linked to everything that the change involves. The vision needs to be expressed in a powerfully and frequent manner so that it can be successful. It is vital to remove any obstacles that hinder the change process from occurring. Short-term wins are crucial since they assist employees in seeing accomplishments so that they can be motivated about the change process. The company needs to ensure that it looks for areas that require improvement so that the change process can be effective and useful compared to the change plan that was there initially. The change needs to be incorporated into the corporate culture of any company so that it can be part of the day to day activities (Cameron, 2012).

References Cameron, E. &. (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. London: Kogan Page. Kotter, J. P. (2012). Leading change.