Compare And Differences And Kotter's Change Management Model

Change is inevitable and bound to happen in all aspects of life including business. Although change is important in an organization, it can also be seen as a strength and weakness. Effective leadership is about mastering change. One must be willing to change in order to grow and be successful. This paper will compare and contrast Kotter and Kurt Lewin step in their change management models. Furthermore, it will elaborate on the concepts and explain whether these methods can be used at the same time. In addition, this paper will include a Christian worldview of the information discussed and how it relates to the change management models.

Kotter’s Management Model John Kotter studied success and change. During this process, he learned that change has to go through several phases. According to Clawson (2012) “Kotter’s research outlined eight reasons that corporate change fails and eight corresponding ways of managing them. Kotter’s counsel was that change leaders should (1) establish a sense of urgency, (2) create a guiding, powerful coalition, (3)

Their change management models were easy and in step by step form. The models provided a clear understanding and guidance in the process. Lewin was more focused on data, goals, and plans, but Kotter was focused on the leader getting the employees to buy into change with a sense of urgency that would contribute to the success of the organization. The steps should be followed in both methods; however both methods should be used separately to eliminate confusion and understand the steps are different. Kotter’s method seems to be better because it is easier to follow. His methods don’t just focus on change, but it prepares people for the changes before they occur. Both methods can be useful depending on the leaders and the organization. Leaders have to do what’s best for the people overall and the next paragraph put emphases on how Christians view these