Implementing Kotter's Change Model

This assignment analyzes a case study of Spotlight PR Ltd, examining how they can utilize Kotter's 8-Step Change Model to navigate organizational change. The analysis focuses on implementing each stage of the model, from establishing urgency to instituting the new approach, considering the specific challenges and employee resistance faced by Spotlight PR Ltd.

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Leadership and Change
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Leadership and Change
Executive summery
Change is one of the most significant part of any organization. Process change and operational
change is now a days a great aspect of any organization mainly for the event management
companies. In this way, the main issue of the Spotlight PR Ltd is the adaptation of any change
process. In this way, the Kotter’s change process can be a great idea of the origination in the
change process. In this paper, the main focus will be the advantages and the usefulness of
Kotter’s change process. Depending on that the organization will be suggested with the best fit of
the adaptation of changes. However, there are 8 steps of the change process. The processes are
discussed in the next segment. The paper is divided in to some key parts like, the use of Kotter’s
Change model in the Spotlight PR Ltd and the ways, in which the company will develop their
change management with the acceptable steps of the model.
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Contents
Introduction.................................................................................................................................................4
Kotter’s Model and its usefulness............................................................................................................5
Recommendation for the company to deal with the changes...................................................................8
Conclusion.................................................................................................................................................12
References.................................................................................................................................................13
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Introduction
The company Spotlight PR Ltd established 10yers ago. It is an events management and
promotions company. From the beginning the company Spotlight PR Ltd got a great success and
they have successfully established their business in the market. The company build their different
customer relation. Exclusive services are provided by the company such as developing the
promotional materials and also designing the materials, try to improve the marketing campaigns
on the basic of previous advices, and they also try to maintain the relationship with media or
press.
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Kotter’s Model and its usefulness
Every organizations needs to change their plan sometimes. It is necessary because every
company wants to develop their business and a better change can increase the benefits from the
previous. Therefore, a company needs to make a good plan which helps them in future to get
more benefits. Sometimes, a company lose their position through the changes because it is not
necessary that every changes will give benefits. For this reason, a company have to make sure
about the plan that give them the benefits (Heneman, Judge and Kammeyer-Mueller, 2012).
According to this, Kotter’s model is the best model which can apply for the leading change by a
company. It is one of the best model which can change anything that is started by the top level
management of an organization. Kotter’s model have 8 steps. These are,
 Established a sense of urgency
 From a guiding coalition
 Develop the vision and strategy
 Communicate the vision of the change
 Empower employees for broad action
 Create quick wins
 Consolidate the changes and introduce more changes
 Institutionalize the change
Established a sense of urgency
In this step, a company needs to set up a lots of support from the managers and personnel to
determine the urgency of the particular situation for initiative. Therefore, in a difficult time they
will get help. Along with this, to take the full advantages of the chances of success it is important
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to make sense of urgency. Kotter think that every manager need a backup support to do their
work or to build a business (Heneman, Judge and Kammeyer-Mueller, 2012).
From a guiding coalition
Before taking the decision to change of the business strategy, it is important to discuss with a
group of people of the Spotlight PR Ltd. To discuss in a group, they can gathered a lot of
different ideas and make a final plan to increase the business. In an organization the group
people who have work abilities can create a better change. Therefore, if an organization wants to
get success from the changes then they have to bring all the people of the organization.
Create quick wins
The manager of the Spotlight PR Ltd should have a clear vision so that they can analyze the
future improvement of the changes. It is also important, if they have a clear vision of the changes
they will able to represent their plan to the customers. A leader should engage employees in a
training session where employees will get knowledge about the changes the organization is going
to implement. The duty of a leader is to encourage the employees and to get everything behind
have to lead the team carefully (Klein and Feuer, 2013).
Communicate the vision of the change
Proper execution towards change implementation is not possible without effective
communication. In different types of organization various types of communication process are
applied. The communication process needs to be very clear and concrete for smooth operational
activities. Each and every section of the Spotlight PR Ltd requires good communication channel
for continuous connection.
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Empower employees for broad action
The manager of the Spotlight PR Ltd should inspire the team and for that the manager have to
paint a picture of the vision. If they can erase the barricades or blockers then the work will get a
great success in future. They have to make a clear structure of the program or the project.
Therefore the work will start by the workers. In this matter, employees wants more rewards so
the manager have to set up some rewards for them (Klein and Feuer, 2013). The person who
have the ability to observe the faults or barricades, the leader have to give him or her a special
attention so that they do their work with a great interest.
Create quick wins
Short time targets are very preferable for the employees of Spotlight PR Ltd than the long time
target. For the long term target, the employees feel bore or lose their faith and after that give up
from the work. Therefore, they have to set up the work as easy as an employees will like it and
got the success. Those employees who have interest on the targets have to give them some
special rewards.
Consolidate the changes and introduce more changes
Changes can build a business and also can destroy a business. The actual changes takes a lot of
time to build a business till that moment when new methods are ruined in the depth. In a
company, always it happens that the work force of the employees are not same after a time
period. Their way of doing the work changed (OLUKOSHI and PACKTER, 2005). Therefore, a
company have to present some exclusive goals so that the employees do not change their work
process. It is the only way to continue the work flow of the workers as previous. After get some
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success or get a minor win, the manager of the Spotlight PR LTD should be examine the faults
and try to improve that, so next time the organization will gets more benefits.
Institutionalize the change
This step is the most valuable and final step of Kotter’s model. In this final step the head of the
organization represent their plans of the system, behaviors and tactics that give them the benefits.
After representing the methods by the Spotlight PR Ltd in the market, now everyone can
understand all the values (OLUKOSHI and PACKTER, 2005). The customers now can be seen
the original vision of the system by the Spotlight PR LTd.
Recommendation for the company to deal with the changes
According to the change model there are some key aspects which are dealing with the
organizational change management. In this section, the change management and the ways of
implementing the changes in the organizational workforce will be discussed.
As early discussed with the benefits of the Kotter’s change model the organization should
implement the change in the processes with will lead the organization to deal with improved
market for the event management. According to McGee it is noticed that, the company wants to
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be the market leader. They want to lead the market with their best possible services to the
customers. To implement the change is the organization the necessary steps are discussed below
according to the Kotter’s change model:
Create a sense of urgency: in this process, the organization should understand the change that
they are willing to implement in the workforce. However, they have to train their employees to
adopt the changes that they are willing to have. In this way of change implementation, the
company will quick training season of their workability and also they will discuss the ways in
which the workers will work to adopt the new phase of the organization (Rickertsen and
Gunther, 2001).
Apart from that, the quick change of working method will lead the employees in a wrong way.
Thus, the management will supply such support which will take employees in a right way in
which they will work together.
Building a guiding coalition: in this step the leaders are liable for the training processes and the
supports that the employees need in terms of accepting the change management. However, the
leaders will provide the best support in which the employees will be guided to meet the
organizational goals.
Strategic vision: the strategy is very important for any organization while they are implementing
a change management in the organization. Making a better strategy to adopt the change in the
organization is always a better idea for the corporations. However, the changes will follow the
strategy that the company will make (Rickertsen and Gunther, 2001). Apart from that, he
employees will also develop their working practices with the changed strategy of the Spotlight
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PR Ltd. With the words of McGee, the company wants to be the market leader. However, to
make the dream true the strategy for introducing the change is very important.
Enlist employees: in this step, the company will consider some key players in the organization
who are liable for the improvements. The certain personnel will be the main concern persons
who will also introduce the change management within the organization. On the other hand, the
concern persons will provide some justified training o the employees who will be a key part of
the change vision of the company. Those key persons will lead the change in a certain direction
in which the company will be the market leader in future. According to Kotter,” it’s not a project.
It’s a movement. It’s a journey (Vogelsang, 2013).” Thus, it is clear that, the role playing in the
change process is not an easy part for the concern personnel. They have to understand the need
of organization and the globalized requirement of their customers in which the company will
perform.
Removing barriers: this is one of the most important part of the change model. In this part, the
organization has to understand what the main barriers are of the change that they are willing to
introduce. The Spotlight PR Ltd need to know the main issues that are becoming barriers for the
with the reference of the case study, it is clear that they have employee issues the employees are
not able to accept any change easily. Thus, they have to provide such training which will make
them aware of the change and also give proper knowledge of the change management. The
training will determine their role in the organization.
Short-time wins: this refers to the targets that the Spotlight Company has to achieve quickly to
implement the change management. It is not easy to implement a change management and
change vision too quick. It is a lengthy process in which the company will achieve their main
objectives in a certain way (Vogelsang, 2013). Thus, to achieve the main goals, they have to
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achieve their short targets. Training is very much important for any organization to adopt a
change. Thus, the short-time wins are based on the training processes which may lead the
organization to a better way.
Sustain acceleration: the step refers to the sustainability of the taken action. The company has to
be more focused on keeping the change process more active. The leaders are responsible for the
continuing the change process within the organization.
Institute change: in this stage states that the change should be discussed with the employees are
also with the leaders who are liable for the change process. With the discussion of the change
management the company will be able to introduce the change management to achieve the
changed vision. The managers will be the key players in the state of change management
process. The leaders will provide the best training process to the employees to make them aware
of the adopted changes (Vogelsang, 2013).
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Conclusion
The overall chapter is focused on the application of the Kotter’s Model of changes. The main
aims were to understand how she will manage the changes within the organization and apply
them to make change more appropriate. Depending on the discussion it is very clear that, the
application of the model will be the most significant implementation within the organization. The
recommendation part of the paper reflects on the usefulness and better rsults, and application of
the Kotter’s Model of changes. Thus, the main issues of the organization will be decreases with
the implementation of the model. However, the model suggests some key aspects of the changes
for the company and will short-out the issues with better understanding of every sectors of the
organization.
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References
Heneman, H., Judge, T. and Kammeyer-Mueller, J. (2012). Staffing organizations. 1st ed.
Middleton, WI: Mendota House.
Klein, D. and Feuer, M. (2013). The benevolent dictator. 1st ed. Hoboken, N.J.: Wiley.
OLUKOSHI, E. and PACKTER, N. (2005). Isolation of triacylglycerol synthase activity from
Streptomyces lividans. Biochemical Society Transactions, 20(2), pp.99S-99S.
Rickertsen, R. and Gunther, R. (2001). Buyout. 1st ed. New York: AMACOM.
Vogelsang, J. (2013). Handbook for strategic HR. 1st ed. New York: American Management
Association.
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