Theories that Change Management | Complete Controller

Strategic change models provide a structured approach to enable organizations to implement changes effectively. One such model is John Kotter’s 8-Step Process for Leading Change. This model outlines a series of stages, including establishing a sense of urgency, creating a coalition of supporters, developing a vision and strategy, communicating the change vision, empowering others to act on the vision, creating short-term wins, consolidating gains and producing more change, and anchoring new approaches in the organization’s culture. By following these steps, organizations can ensure they are adequately equipped to manage and implement strategic changes while minimizing potential operational risks and disruptions.

The eight steps involved in the transformation of the organization are as follows:

The first step is to create a sense of urgency, which is required to motivate the managers responsible for the strategic change.
The second step is to build guidance for support and participation that will help maintain a coalition of influential people and communicate its activities.
The third step is to form a strategic vision and initiatives. The strategy helps clarify past mistakes and see what the future holds for the organization, taking initiatives that are direct to the vision.
Communicate the vision among team members about the initiatives likely to be taken by the managers. Inform the team members about the decision to gain support for a good idea is essential in developing a vision into reality.
The fifth step is to empower the employees to act on the vision. It is about eliminating inefficient processes to ensure the implementation of a vision by exercising a certain kind of freedom in establishing a vision.
The sixth step is to generate short-term wins by dividing the task into short-term and long-term wins and acting according to the task’s requirements. The framework establishes to build and lead teams by providing them with short-term incentives to develop a culture where people are encouraged to show their talent and celebrate the power of their collective efforts.
In the seventh step, the consultant’s task is to combine new developments with present change by evaluating the current modifications and aligning the latest developments according to the present changed scenario of the organizational goals and capabilities in the present scenario.
The eighth step is to develop new approaches and institute change by forming a connection between the new behaviors and organizational success.

The model of change is the cornerstone for individual change models. It has been developing over the past ten years. It stands for the awareness of the need for change, the desire to participate in the transition, the ability to implement the change, and the reinforcement to persist the difference in the organization. The link between strategy process or systems changes represents the collective achievement of the change management model by the individuals in the organization. The individuals must work to increase the ability to establish change and the capacity to initiate change and reinforce that change.

You can achieve the change in the organization through the consensus of the management with the employee. The consultant’s task is to form a collaboration between the top management and employees to achieve a shared vision. The team effort in reaching an agreement between the employers and management is critical in achieving the organization’s shared vision. The strategic change model will help build a good spirit among team members to ensure positive activities. The information used by leaders and managers relies on the overall decision of the scenario. The leadership styles count a lot while making decisions, as the autocratic leadership style depends on the leader’s judgment only without consulting the team members. This leadership style is employed in organizations with a hierarchical leadership structure, and the top management is held responsible for making decisions. The participative leadership style strengthens the leader and team members’ relationship, where decisions happen through participation and effective communication between leaders and team members.

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