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    Abdul Basit 3.5

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    Abdul Basit
    This document outlines an 8-step change management process: 1. Create urgency by identifying threats, opportunities, and future scenarios. 2. Form a powerful coalition of influential supporters from various backgrounds. 3. Create a clear vision to explain why change is needed and how it will be executed. 4. Communicate the vision frequently and address concerns to embed it in the organization. 5. Remove obstacles to empower those executing the vision and allow change to move forward. 6. Create short-term wins to further motivate staff through sure-fire early projects. 7. Build on successes by analyzing what worked and improving for future changes. 8. Anchor the changes

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    Abdul Basit 3.5

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    Abdul Basit
    8 views3 pages
    This document outlines an 8-step change management process: 1. Create urgency by identifying threats, opportunities, and future scenarios. 2. Form a powerful coalition of influential supporters from various backgrounds. 3. Create a clear vision to explain why change is needed and how it will be executed. 4. Communicate the vision frequently and address concerns to embed it in the organization. 5. Remove obstacles to empower those executing the vision and allow change to move forward. 6. Create short-term wins to further motivate staff through sure-fire early projects. 7. Build on successes by analyzing what worked and improving for future changes. 8. Anchor the changes

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    change management 8 steps by kotters

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    This document outlines an 8-step change management process: 1. Create urgency by identifying threats, opportunities, and future scenarios. 2. Form a powerful coalition of influential supporters from various backgrounds. 3. Create a clear vision to explain why change is needed and how it will be executed. 4. Communicate the vision frequently and address concerns to embed it in the organization. 5. Remove obstacles to empower those executing the vision and allow change to move forward. 6. Create short-term wins to further motivate staff through sure-fire early projects. 7. Build on successes by analyzing what worked and improving for future changes. 8. Anchor the changes

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    8 views3 pages

    Abdul Basit 3.5

    Uploaded by

    Abdul Basit
    This document outlines an 8-step change management process: 1. Create urgency by identifying threats, opportunities, and future scenarios. 2. Form a powerful coalition of influential supporters from various backgrounds. 3. Create a clear vision to explain why change is needed and how it will be executed. 4. Communicate the vision frequently and address concerns to embed it in the organization. 5. Remove obstacles to empower those executing the vision and allow change to move forward. 6. Create short-term wins to further motivate staff through sure-fire early projects. 7. Build on successes by analyzing what worked and improving for future changes. 8. Anchor the changes

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 3

    Change Management

    ABDUL BASIT
    TIMELINE
    Create Urgency Form a Powerful Create a Vision Communicate
    Coalition for Change the Vision

    Open an honest and convincing Bring together a coalition, or


    dialogue about what's happening team, of influential people whose Link ideas and concepts to an Communicate the vision more
    in the marketplace and with your power comes from a variety of overall vision. • A clear vision can frequently and powerfully, and embed
    competition. sources, including job title, status, help everyone understand why it within everything that you do.
    • What you can do: expertise, and political you're asking them to do Talk often about your change vision. –
    – Identify potential threats, and importance. something. Openly and honestly address peoples'
    develop scenarios showing what Identify the true leaders in your concerns and anxieties.
    could happen in the future. organization. – Ask for an – Create a strategy to execute
    – Examine opportunities that emotional commitment from that vision.
    should be, or could be, exploited. these key people.

    Step 1 Step 2 Step 3 Step4


    TIMELINE
    Anchor the Changes
    Remove Create Short- Build on the in Corporate Culture
    Obstacles Term Wins Change

    Put in place the structure for change, and Make continuous efforts to ensure that
    Create short-term targets – not just one Each success provides an opportunity to
    continually check for barriers to it. • the change is seen in every aspect of your
    long-term goal. • Each "win" that you build on what went right and identify what
    Removing obstacles can empower the organization. • It's also important that
    produce can further motivate the entire you can improve. • What you can do: – After
    people you need to execute your vision, your company's leaders continue to
    staff. • What you can do: – Look for sure- every win, analyze what went right and
    and it can help the change move forward. support the change. This includes existing
    fire projects that you can implement what needs improving.
    Identify, or hire, change leaders whose staff and new leaders who are brought in.
    without help from any strong critics of
    main roles are to deliver the change. – • What you can do: – Talk about progress
    the change. – Don't choose early targets
    Recognize and reward people for making every chance you get. - Include the change
    that are expensive.
    change happen. - Identify people who are ideals and values when hiring and training
    resisting the change. new staff. .

    Step 5 Step 6 Step 7 Step 8

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