The document outlines John Kotter's 8-step process for leading change which includes creating urgency, building a guiding team, developing a vision and strategy, communicating for buy-in, empowering action, creating short-term wins, maintaining momentum, and anchoring changes in the culture. Participants were divided into groups to discuss how each step could be implemented using data, engagement, and sustainability strategies like social media campaigns, newsletters, awards programs, and annual reports. The goal was to get creative in leading and managing organizational change over the long run.

1. leading
CHANGE
Drawing on Accelerate by John Kotter for
New Jersey VISTA Leaders

2. Think of a story (e.g., a critical incident) that you
experienced related to organizational change.
The story can be an example of either a
successful or unsuccessful change effort. It
can be something that is work or non-work
related. Think about: How and why was the
change introduced and by whom? How was
it received? Were there any barriers? How
were these barriers overcome? What
happened? Was it successful? Why?

4. Create a
climate for
change
engaging and
enabling the
whole
collaborative
implementing
and sustaining
change
these can tie into the common agenda
and its various parts

5. • Step 1….. Create a Sense of Urgency.
Help others see the need for change and
the importance of acting immediately.
• Step 2:.. Pull Together the Guiding Team.
Make sure there is a powerful group
guiding the change—one with leadership
skills, credibility, communications ability,
authority, analytical skills, and a sense of
urgency.
• Step 3:.. Develop the Change Vision and
Strategy. Clarify how the future will be
different from the past and how you can
make that future a reality.
Create a
climate for
change

6. Group blue:..
Agenda for a
working
group meeting
• How could you use data, evidence, and
measurement to foster a climate for
change?
urgency..•team •.. clear vision
Group yellow:..
facebook page

7. each group.
10 minutes to work.
5 minutes to present.
(…..20 total..
Reactions
and
dialogue

8. • Step 4 ..Communicate for
Understanding and Buy-in.
Make sure as many others as possible
understand and accept the vision and the
strategy.
• Step 5:.. Empower Others to Act.
Remove as many barriers as possible so
that those who want to make the vision a
reality can do so.
•Step 6:.. Produce Short-Term Wins.
Create some visible, unambiguous
successes as soon as possible.
engaging and
enabling the
whole
collaborative

9. Group green:..
email
Newsletter
• How could you use data, evidence, and
measurement to engage and enable the
whole collaborative (organizations)?
buy-in .. empower ..•short term wins
Group pink:..
office
environment

10. Reactions
and
dialogue
each group. 10 minutes
to work. 5 minutes to
present...20 total..

11. • Step 7….. Don't Let Up.
Press harder and faster after the first
successes. Be relentless with instituting
change after change until the vision
becomes a reality.
• Step 8:.. Create a New Culture.
Ground change in culture.
Hold onto the new ways of behaving and
make sure they succeed until they become a
part of the very culture of the group.
implementing
and
sustaining
change

12. Group teal:..
employee /and
community
awards
• How could you use data, evidence, and
measurement to sustain progress and
anchor changes in the culture?
do not let up..change culture
Group indigo:..
annual report

13. Reactions
and
dialogue
each group. 10 minutes
to work. 5 minutes to
present...20 total..

14. • Step 1: Create a Sense of Urgency. Help others see the need for change and the
importance of acting immediately.
• Step 2: Pull Together the Guiding Team. Make sure there is a powerful group guiding
the change—one with leadership skills, credibility, communications ability,
authority, analytical skills, and a sense of urgency.
• Step 3: Develop the Change Vision and Strategy. Clarify how the future will be different
from the past and how you can make that future a reality.
• Step 4: Communicate for Understanding and Buy-in. Make sure as many others as
possible understand and accept the vision and the strategy.
• Step 5: Empower Others to Act. Remove as many barriers as possible so that those
who want to make the vision a reality can do so.
• Step 6: Produce Short-Term Wins. Create some visible, unambiguous successes as
soon as possible.
• Step 7: Don't Let Up. Press harder and faster after the first successes. Be relentless
with instituting change after change until the vision becomes a reality.
• Step 8: Create a New Culture. Hold onto the new ways of behaving and make sure
they succeed until they become a part of the very culture of the group.
Taking it home

15. leading and managing change uses
lots of tools
agendas with
numbers, charts..
office campaign
like reminders

16. get creative in sustaining momentum
newsletters etc.
..visual,
timely data (
canVA. Piktochart.
social media
campaigns

17. anchor change in culture
awards
and
recognition
annual reports