The first step in the eight step change model for successful large scale change is “Increase Urgency.” Kotter states that change starts with a sense of urgency, the less people you have involved the less chances for changes to happen, and this allows for “too much complacency, fear, or anger, all three of which can undermine change” (p.3). Increasing urgency within an organization managers need to give their employees the needed energy to start the change process. While Kotter doesn’t explain how to eliminate complacency, Ivancevich, Konopaske and Matteson, state ways to improve complacency within the organization by providing effective performance evaluations, “setting specific performance goals to be met results in greater perfor...
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...hing until it becomes part of the normal organizational culture.
In conclusion if any organization that wants to make changes within their organizations can use Kotter and Cohen’s “The Heart of Change”, as a guideline to help leaders achieve their ultimate goal of success. The eight stage process gives leaders a plan on how to tackle and implement change the first time, while empowering employees to buy into the organizations end state. Many times leaders make changes and are puzzled why they don’t work. This is not the end all be all, but when implementing change you have to remember to that it’s a process that takes time and determination. You have to stick to the plan to see it through and that takes patience, planning and good decision making skills. Applying these steps will help your organization thrive and stay competitive in the 21st century.
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