Taking Action – Kotter’s Eight-Step Model

Kotter’s Eight-Step Model outlines steps to take when implementing change. Having broken down the steps of Kotter’s Eight-Step Model, which includes: increasing urgency, building a team, having a vision, communicating, empowering action, creating short-term goals, sustaining the effort, and making changes last, the actions taken in each stage differ, and each stage has different actions you can take as a leader.

Current Stage

During the initial stages of increasing urgency, important actions to undertake include identifying reasons for why the change is immediately necessary. You should determine potential threats and opportunities that come with the change and develop scenarios to address them. However, most importantly, starting communications and asking for support is crucial during this time. When it is time to start building your team, you must identify the most at-risk and change leaders. Ask for guidance, coordinate, and ensure a diverse mix of skills from different areas and levels. Among your team, provide team-building opportunities, as the quality of your team will directly affect the quality of the results.

Transition Stage

With urgency and your team established, getting your vision right means identifying the central values to the change itself. Prepare outlines, summarize the change, and create strategies for your team to execute on when implementing it. From there, communication becomes key. Share your vision, the reasons for it, and the urgency behind it. Address concerns and explain how your vision will benefit in the long term. The groundwork laid out for the change; it becomes your responsibility to empower your team. Remove obstacles that hinder them, align goals to the vision, and address those hindering the change. Finally, look for projects with relatively low risk. Invest in short-term goals to emphasize progress, recognizing and rewarding people for making the change.

The Improved State

With the change underway, analyze everything and ask questions. What went right? What went wrong? What could be improved? From there, set new goals, and build on the momentum established while still adapting and keeping ideas fresh. Lastly, cement the change into the culture and share news of its success. Recognize and reward your established team and celebrate the overall success.

In the end, Kotter’s Eight-Step Model outlines steps to take in implementing change, and within each step, you should consider which of these actions are necessary for implementing your vision. These actions are crucial to the long-term success of the model, and every change needs to be implemented well.

References

Advanced Controller and CFO Skills: Leadership Styles; Change Management. e-book, Durham, NC, Association of International Certified Public Accountants, 2021.