The john kotter’s eight step change model

Introduction

            Organizational change is not an easy venture regardless of the many benefits which may accrue from it. In this case, different change models suits different organizations; where in this case one change model cannot be applied to all organizations. Each change model has a series of phases, which must be followed thus calling for professionalism in the implementation of the change strategies.

In this case, the adoptability and viability of a change model depends on the preparedness of staff to take it. In this regard, the type of change model to be applied to an organization also depends on the competence of the managers to instill it in the system. Importantly, the type of change model to be adopted in an organization depends on the organizational structure and whether all the steps highlighted in the model must be followed (Dawson, 2003).

Based on this scenario, John Kotter’s eight-step model has been one of the most successful change strategies that can best suit many organizations. In relation to this model, the steps are clearly stated and if carefully followed can lead to significant improvements in the organization. On this basis, kotter’s model highlights all the problems that need to be addressed; thus captures the attention of all stakeholders. In addition, this model reinforces new behaviors and is a source of inspiration for people to take part in the change (Dawson, 2003).

Conclusion

            It can be noted that, kotter’s eight step model has been a solution to many organizational problems. In this regard, the model is very easy to adopt thus leading to efficiency in the implementation process. In addition, kotter’s model has been very effective in that it incorporates the staff and instills new behaviors which help in improving performance (Dawson, 2003).

References

Dawson, P. (2003). Understanding organizational change: The contemporary experience

of people at work. London: Sage.