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) develop a clear and powerful vision and strategy, (4) communicate the change vision at every point possible, (5) redesign the organization to remove obstacles to change, (6) find short-term successes to celebrate, (7) consolidate short-term wins into new change initiatives, and ( 8) ensure that the changes are incorporated into the underlying organizational culture (p.323-324).” Establishing a sense of urgency helps to motivate during the process of change. It also inspires ideas and teamwork which are necessary during this process. The next step of creating the guide and powerful coalition is done by the manager. The manager must be able to select and recruit individuals...
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...d.” God wants good servants, people who are willing to go the end of the earth telling others about his goodness and mercy. Good leaders focus on getting the right people on the team to create a successful team. Jesus is the say way, he wants people that are faithful and true believers of his word.
Many people fear change in an organization. They become too complacent and don’t want things to change. Leaders need to be able to communicate well with others in order for them to feel secure during the change. This paper gave some key points in comparing and contrasting the change management models of Kotter and Lewin. Even though both of the methods are different, they can still be used depending on the leader. However Kotter’s methods seem to better by preparing people before change takes place which makes the transition easier and better for the organization.
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