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Kotter change management
 

Kotter change management

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    Kotter change management Kotter change management Presentation Transcript

    • The magic ofKOTTER CHANGE MANAGEMENT 8 steps By A.Tantawy || ESLSCA Global Business-04 1
    • Kotter Change ManagementWHY CHANGE ?? The 8 magic steps W h e t h e r yo u r e c o n s i d e r i n g a s m a l l c h a n g e to o n e o r t wo p r o c e s s e s , o r a s y s te m w i d e c h a n g e to a n o r g a n i z a t i o n , i t s c o m m o n to fe e l u n e a s y a n d i n t i m i d a te d by t h e scale of the challenge. Yo u k n ow t h a t t h e c h a n g e n e e d s to h a p p e n , b u t yo u d o n t r e a l l y k n ow h ow to g o a b o u t d o i n g d e l i ve r i n g i t . W h e r e d o yo u s t a r t ? W h o m d o yo u i nvo l v e ? H ow d o yo u s e e i t t h ro u g h to t h e e n d ? By A.Tantawy || ESLSCA Global Business-04 2
    • Kotter Change ManagementTHE 8 STEPS The 8 magic steps 1. Increase urgency 6. Create short-term 7. Dont let up 2. Build the guiding 5. Empower action 8. Make change stick team 4. Communicate for buy- 3. Get the vision right in By A.Tantawy || ESLSCA Global Business-04 3
    • STEP #1 Kotter Change Management The 8 magic stepsCREATE URGENCY I t h e l p s i f t h e w h o l e c o m p a ny r e a l l y wa n t s i t . D ev e l o p a s e n s e o f u r g e n c y a r o u n d t h e n e e d fo r c h a n g e . T h i s m ay h e l p yo u s p a r k t h e i n i t i a l m o t i va t i o n to g e t t h i n g s m ov i n g . W h a t yo u c a n d o : 1. Identify potential threats, and develop scenarios showing what could happen in the future. 2. Examine opportunities that should be, or could be, exploited. 3. Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking. 4. Request support from customers, outside stakeholders and industry people to strengthen your argument. By A.Tantawy || ESLSCA Global Business-04 4
    • STEP #2 Kotter Change Management The 8 magic stepsFORM A POWERFUL COALITION C o nv i n c e p e o p l e t h a t c h a n g e i s n e c e s s a r y. T h i s o f te n t a ke s s t r o n g l e a d e r s h i p a n d v i s i b l e s u p p o r t f ro m key p e o p l e w i t h i n yo u r o r g a n i z a t i o n . M a n a g i n g c h a n g e i s n t e n o u g h – yo u h ave to l e a d i t . O n c e fo r m e d , yo u r " c h a n g e c o a l i t i o n " n e e d s to wo r k a s a te a m , c o n t i n u i n g to b u i l d u r g e n c y a n d m o m e n t u m a r o u n d t h e n e e d fo r c h a n g e . W h a t yo u c a n d o : 1. Identify the true leaders in your organization. 2. Ask for an emotional commitment from these key people. 3. Work on team building within your change coalition. 4. Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company. By A.Tantawy || ESLSCA Global Business-04 5
    • STEP #3 Kotter Change Management The 8 magic stepsCREATE A VISION FOR CHANGE W h e n yo u f i r s t s t a r t t h i n k i n g a b o u t c h a n g e , t h e r e w i l l p r o b a b l y b e m a ny g r e a t i d e a s a n d s o l u t i o n s f l o a t i n g a ro u n d . L i n k t h e s e c o n c e p t s to a n ov e r a l l v i s i o n t h a t p e o p l e c a n g r a s p e a s i l y a n d r e m e m b e r. W h a t yo u c a n d o :  Determine the values that are central to the change.  Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization.  Create a strategy to execute that vision.  Ensure that your change coalition can describe the vision in five minutes or less.  Practice your "vision speech" often. By A.Tantawy || ESLSCA Global Business-04 6
    • STEP #4 Kotter Change Management The 8 magic stepsCOMMUNI CATE THE VISION W h a t yo u d o w i t h yo u r v i s i o n a f te r yo u c r e a te i t w i l l d e te r m i n e yo u r s u c c e s s . Yo u r m e s s a g e w i l l p ro b a b l y h ave s t r o n g c o m p e t i t i o n f r o m o t h e r d ay - to - d ay c o m m u n i c a t i o n s w i t h i n t h e c o m p a ny, s o yo u n e e d to c o m m u n i c a te i t f r e q u e n t l y a n d p owe r f u l l y, a n d e m b e d i t w i t h i n ev e r y t h i n g t h a t yo u d o . W h a t yo u c a n d o :  Talk often about your change vision.  Openly and honestly address peoples concerns and anxieties.  Apply your vision to all aspects of operations – from training to performance reviews. Tie everything back to the vision.  Lead by example. By A.Tantawy || ESLSCA Global Business-04 7
    • STEP #5 Kotter Change Management The 8 magic stepsREMOVE OBSTACLES I f yo u fo l l ow t h e s e s te p s a n d r e a c h t h i s p o i n t i n t h e c h a n g e p r o c e s s , yo u v e b e e n t a l k i n g a b o u t yo u r v i s i o n a n d b u i l d i n g b u y - i n f r o m a l l l ev e l s o f t h e o r g a n i z a t i o n . H o p e f u l l y, yo u r s t a f f wa n t s to g e t b u s y a n d a c h i ev e t h e b e n e f i t s t h a t yo u v e b e e n p ro m o t i n g . P u t i n p l a c e t h e s t r u c t u r e fo r c h a n g e , a n d c o n t i n u a l l y c h e c k fo r b a r r i e r s to i t . Re m ov i n g o b s t a c l e s c a n e m p ow e r t h e p e o p l e yo u n e e d to exe c u te yo u r v i s i o n , a n d i t c a n h e l p t h e c h a n g e m ove fo r wa r d . W h a t yo u c a n d o :  Identify, or hire, change leaders whose main roles are to deliver the change.  Look at your organizational structure, job descriptions, and performance and compensation systems to ensure theyre in line with your vision.  Recognize and reward people for making change happen.  Identify people who are resisting the change, and help them see whats needed.  Take action to quickly remove barriers (human or otherwise). By A.Tantawy || ESLSCA Global Business-04 8
    • STEP #6 Kotter Change Management The 8 magic stepsCREATE SHORT-TE RM WINS N o t h i n g m o t i va te s m o r e t h a n s u c c e s s . G i v e yo u r c o m p a ny a t a s te o f v i c to r y e a r l y i n t h e c h a n g e p ro c e s s . W i t h i n a s h o r t t i m e f r a m e ( t h i s c o u l d b e a m o n t h o r a ye a r, d e p e n d i n g o n t h e t y p e o f c h a n g e ) , yo u l l wa n t to h av e r e s u l t s t h a t yo u r s t a f f c a n s e e . W i t h o u t t h i s , c r i t i c s a n d n e g a t i v e t h i n ke r s m i g h t h u r t yo u r p r o g r e s s . W h a t yo u c a n d o :  Look for sure-fire projects that you can implement without help from any strong critics of the change.  Dont choose early targets that are expensive. You want to be able to justify the investment in each project.  Thoroughly analyze the potential pros and cons of your targets. If you dont succeed with an early goal, it can hurt your entire change initiative.  Reward the people who help you meet the targets. By A.Tantawy || ESLSCA Global Business-04 9
    • STEP #7 Kotter Change Management The 8 magic stepsBUILD ON THE CHANGE Ko t te r a r g u e s t h a t m a ny c h a n g e p r o j e c t s f a i l b e c a u s e v i c to r y i s d e c l a r e d to o e a r l y. Re a l c h a n g e r u n s d e e p . Q u i c k w i n s a r e o n l y t h e b e g i n n i n g o f w h a t n e e d s to b e d o n e to a c h i eve l o n g - te r m c h a n g e . E a c h s u c c e s s p rov i d e s a n o p p o r t u n i t y to b u i l d o n w h a t w e n t r i g h t a n d i d e n t i f y w h a t yo u c a n i m p rove . W h a t yo u c a n d o :  After every win, analyze what went right and what needs improving.  Set goals to continue building on the momentum youve achieved.  Learn about kaizen, the idea of continuous improvement.  Keep ideas fresh by bringing in new change agents and leaders for your change coalition. By A.Tantawy || ESLSCA Global Business-04 10
    • STEP #8 Kotter Change ManagementANCHOR THE CHANGES IN The 8 magic stepsCORP ORATE CULTURE F i n a l l y, to m a ke a ny c h a n g e s t i c k , i t s h o u l d b e c o m e p a r t o f t h e c o r e o f yo u r o r g a n i z a t i o n . Yo u r c o rp o r a te c u l t u r e o f te n d e te r m i n e s w h a t g e t s d o n e , s o t h e va l u e s b e h i n d yo u r v i s i o n m u s t s h ow i n d ay - to - d ay wo r k . W h a t yo u c a n d o :  Talk about progress every chance you get. Tell success stories about the change process, and repeat other stories that you hear.  Include the change ideals and values when hiring and training new staff.  Publicly recognize key members of your original change coalition, and make sure the rest of the staff – new and old – remembers their contributions.  Create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten By A.Tantawy || ESLSCA Global Business-04 11
    • A B D E L R H M A N TA N TAW Y E G . L I N K E D I N . C O M / I N / A X TA N TAW Y ThanksBy A.Tantawy || ESLSCA Global Business-04 12