CREATING A CHANGE-CAPABLE CULTURE WITH KOTTER'S 8 STEPS

In his book Leading Change, Kotter (2007) reports that 70% of change initiatives in organisations and businesses fail and suggested that there is a need to put an 8-step process change model in place to increase organisations’ success rate of their change initiatives.

In recognition that the sequence of these 8 steps are critical and will serve to enhance the positive outcome of the change initiative, PACE utilises the overarching framework and underlying principles to guide organisations toward achieving their desired state.

We believe that the best learning comes from doing, and we actively enlist organisational stakeholders in this educational journey to enable them to be change-capable.

Identified below are the key deliverables for each step of the change process.

Objective: Raising Awareness & Need for Change

Deliverables:

  • Facilitate the identification and crafting of change vision and strategy to bring the organisation from the current to desired state. This involves:
    • Identifying the impetus for change
    • Identifying driving and restraining forces for change
    • Communication plan for change
  • Design, development and production of communication materials (video clips, collaterals)
  • Advise and coach key stakeholders in effective communication of change vision
  • Work with the organisation to identify and recognise change agents and change influencers
  • Work with change agents and change influencers to equip and empower them as guiding coalition

Objective: Moving from the Old Way of Doing Things to a New Way

Kotter's 8 step.06.07.png

Deliverables:

  • Design, development and implementation of development program to equip and enable change agents and change influencers to:
    • Review and align the current systems and processes to ensure proper focus, support and recognition of the culture
    • Work with relevant stakeholders to conceptualise and craft operational plans for change initiatives that facilitate alignment of current systems and practices
    • Cascade the change mandate and implement change initiative
  • Design, development and delivery of capability development program for identified groups
  • Design, development and implmentation of development program to equip and enable change agents and change influers to:
    • Work with the organisation to design, develop, cascade and implement initiatives to reward and recognise short-term wins, consolidating gains to produce more change.

Objective: Making New Service Behaviours Permanent

Deliverables:

  • Design, development and implementation of development program to equip and enable change agents and change influencers to:
    • Identify, craft and implement sustenance initiatives to reinforce and anchor the culture
    • Evaluate effectiveness of change management efforts and work with their team in the organisation to ensure sustenance

Click here if you'd like to find out how Sanofi successfully implemented organisation change (using Kotter's 8 Steps).