Kotters 8 steps for implementing strategy
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(Created page with "Kotter's eight step change model can be summarised as: 1.Increase urgency - inspire people to move, make objectives real and relevant. 2.Build the guiding team - get the right ...") |
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Kotter's eight step change model can be summarised as: | Kotter's eight step change model can be summarised as: | ||
| − | 1.Increase urgency - inspire people to move, make objectives real and relevant. | + | *1.Increase urgency - inspire people to move, make objectives real and relevant. |
| − | 2.Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels. | + | *2.Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels. |
| − | 3.Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency. | + | *3.Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency. |
| − | 4.Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against. | + | *4.Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against. |
| − | 5.Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements. | + | *5.Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements. |
| − | 6.Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones. | + | *6.Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones. |
| − | 7.Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones. | + | *7.Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones. |
| − | 8.Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture. | + | *8.Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture. |
| + | [[File:kottersteps.jpeg|Kotter's 8 Steps]] | ||
[[Category:Strategy]] | [[Category:Strategy]] | ||
Revision as of 12:55, 24 December 2011
Kotter's eight step change model can be summarised as:
- 1.Increase urgency - inspire people to move, make objectives real and relevant.
- 2.Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.
- 3.Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
- 4.Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.
- 5.Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements.
- 6.Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.
- 7.Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones.
- 8.Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.
