Effective Change Management: Kotter's 8-Step Model for Lemchester News

This essay provides an in-depth analysis of John Kotter's 8-step change model and its practical application within the context of Lemchester News, a daily newspaper facing challenges related to outdated news and declining revenue. The essay examines how the newspaper's proposed shift in employee working hours can be effectively managed using Kotter's model. It details each step of the model, from creating a sense of urgency and forming a powerful coalition to anchoring changes in the company culture. The analysis includes recommendations on how Lemchester News can successfully implement the change, addressing employee resistance and ensuring long-term organizational improvement. The essay highlights the importance of clear vision, effective communication, and short-term wins in facilitating a smooth transition and achieving the desired outcomes. The essay concludes that by adopting Kotter's model, Lemchester News can significantly increase its chances of successful change implementation and enhance its overall performance.

ESSAY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Planned change model............................................................................................................1
CONCLUSION & RECOMMENDATIONS..................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The main objective of this essay is to analyse how the use of a planned change as
Kotter’s 8-point plan could lead to an effective and successful change. As well it will be
discussed the planned change model and if it is suitable for the organisation. Taking in
consideration the chosen model give recommendations on how the Lamchester News should
operate to increase its effectiveness.
LEMCHESTER NEWS BACKGROUND
Lemchester News is a daily newspaper which is facing few issues related to low sales
revenue due to out of date published news reports. In order to enhance their performance, senior
management staff has decided to change the working shifts of all the employees and that is from
10 a.m.-7 p.m. to 1p.m.-10p.m. so that newspaper can incorporate fresh news with latest sports
edition (Gadelshina, 2016). Due to this sudden change, employees have shown their collective
response which was opposed to the plan and has proposed few alternatives plans which are more
suitable for them and for the organisation. The main aim of this project report is to discuss the
concept of planned change model and describe steps which can help organisation to effectively
adapt this planned change. Various analysis and steps are discussed in this report along with their
suggestions and recommendations.
TASK 1
Planned change model
John Kotter, a Harvard Business School Professor introduced a planned change model in
one of his books named as “Leading Change”. An eight step model of change was developed and
introduced on the basis of research of 100 organisations which were going through a process of
change. This model was pinned in order to facilitate organisations as the businesses are said to be
operating in dynamic environment. Kotter has proved that there are nearly only 30% chances of
successful change plan and in order to avoid failure and successful adoption of change this 8 step
model was introduced (Trost, 2014). Lemchester News has planned an alteration which is
seemed to be at the stage of failure and it has suggested for them to follow this change model
process. The steps which are included in this model are discussed as below:
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Figure 1: Change Model Process
(Source: Build on change. 2018)
Create Urgency
According to Jim Rohn, this is the most important step of change model as it involves
process of warning employees for need and urgency for change. In order to create a climate of
change, management has to come up with a convincing dialogue or speech which will convince
all the employees about importance of change so that they will get agree to accept the same and
apply willingly. This speech can include threats and possible solutions. This step benefits an
organisation by identifying potential threats and developing future scenarios. Lemchester News
can examine various opportunities which can be grabbed using the change plan (Create urgency.
2018). This model will increase their chances for the successful plan which when executed,
prove to be beneficial for the organisation.
Form a powerful coalition
According to Robert Tanner, this step in concerned with creating a project team which
can work for the change plan that an organisation wants to implement. This team encourages and
motivates all employees regardless to their department or nature of work and make efforts for the
effective communication related to planned change between team members and other staff of the
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organisation (Form a powerful coalition. 2018). This step is advantageous for an organisation, as
it helps to identify potential leaders in the entity along with enhancing team building process (Al-
Haddad and Kotnour, 2015). The above mentioned company can take advantage of this step by
appointing a team from existing staff which will work to encourage and convince all employees
and copywriters of organisation.
Create a vision for change
According to Kotter Contributor, creating a vision is a process of formulating a clear
vision and direction in the eyes of employees so that they can understand importance of this
planned change. In this step, ideas of employees are also considered in order to convince them to
accept their vision and plan. This step helps in determining values which are core for the change
plan. It also helps in creating a strategy to implement the vision (Create a vision for change.
2018). Lemchester News can use this step to prepare a short summary for their future plans
which will help in communicating the vision in less than five minutes.
Discuss the vision
According to Robert Tanner, this step is the most significant step of change model as it
concerned with communication of the developed vision with the employees of an organisation.
An effective communication of vision can be achieved by considering opinions, concerns and
anxieties of the employees (Al-Haddad and Kotnour, 2015). Benefits of this step is that it helps
an organisation in addressing anxieties and concerns of the employees. In this case scenario,
Lemchester News can get benefited by considering all the concerns of employees which will
help in gaining support of all their copywriters (Discuss the vision. 2018).
Remove obstacles
According to Steve Weber, bringing a crucial change in an organisation is a complex task
to perform. The process of change has to face various obstacles and issues. In order to remove or
tackle these problems, an organisation should determine a final clear vision and communicate it
with all the employees. This step helps an organisation to ensure that organisational structure is
aligned with the overall vision of change plan. Another benefit of this step is that it facilitates
management to continuously check for barriers and implement actions to remove the obstacles
(Remove obstacles. 2017). In case of Lemchester News, management can remove all the hurdles
and obstacles such as negative thinking of employees by communicating benefits of change.
Create short term wins
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According to Vicky Webster, success is the most effective mode of motivation. In order
to motivate employees to adapt the change, organisation should set few short term objectives
which will provide a clear view for future changes. Achievement of these short term aims will
encourage the employees to explore change pan. With the help of short term wins, employees
will be acknowledged and rewarded. This step is less expensive and has low possibilities of
failure (Create short term wins. 2018). By incorporating this step, Lemchester News can
encourage their copywriters and other employees to work in changed working hours by
providing them short term goals against which employee’s gets rewards.
Build on change
According to Sherri Hartzell, an organisation should adapt the policy of slow change as it
is important for long term improvements. Change should be incorporated in overall culture of the
corporate so that entity should not only gain quick wins but also multiple success. When an
organisation is achieving their long term gains then it can be said that change plan is finally
paying off. This step helps in continuous improvements and bringing new change agents and
leaders. Another benefit of this step is that it helps in achieving continuous improvement by
analysing the success stories and individual experiences (Build on change. 2018). The above
mentioned organisation can gain advantage from this step by adapting the same policy of slow
change which will help employees in understanding new work culture.
Anchor the change in culture
According to John P. Kotter, the last step of change model is concerned with agreement
between values and standards of organisation and recent changes. This step states that unless
values and vision do not agree with each other, no change can be brought by organisation. Major
benefit of this step is to ensure that legacy is not forgotten due to change in culture. It helps in
ensuring the support of existing change leaders. Lemchester News can emphasize on preparing
and building change with the help of this step (Anchor the change in culture. 2017).
After analysing the change model of Kotter's, it has been clear that the stages of this
model helps an organisation to successfully adapt and implement the change. Lemchester News
can incorporate this model as this process provides step to step description about how a plan can
be implemented. Another use of this model in the above mentioned organisation is that it
emphasizes on bringing acceptability of the plan and especially in this case, top level staff can
convince their copywriters and other staff to support them (Kotter and Cohen, 2012). This
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company can appoint a team from existing employees which can work for the change plan and
make efforts to convince existing copywriters. Communicating vision of change with employees
will help them in understanding the aspects and significance of this crucial step. This model will
help the organisation to increase chances of success of changed plan up to 80%.
RECOMMENDATIONS
From the above project report, it has been concluded that Lemchester News has decided
to bring a crucial change in their organisation due to which employees are showing opposite
responses. In order to successfully execute their change plan, organisation should adapt the
Kotter's change model as it consists of a proper framework about how an organisation should
bring changes in their entity. This model includes eight steps which reflect stages for dynamics.
These steps help an organisation like Lemchester News to successfully implement their plan by
encouraging and motivating their copywriters about the benefits of plan and rewarding them.
These stages have various benefits and suitable applications for this company. Final
recommendation for the above mentioned organisation is that they should follow change model
as the stages of this process such as clear vision and communication convince their employees to
adapt the changes. It has also been assessed that organisation should provide training to their new
and existing employees about the new work culture.
CONCLUSION
From the above essay it has been concluded that, Lamchester News has decided to used
Kotter's change model in order to make big in the company strategy. By using this model, the
above organisation can follow 8 steps which can be benefited for various aspects such as
performance review and effective decision making.
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REFERENCES
Books and Journals
Trost, A., 2014. Framework Conditions. In Talent Relationship Management (pp. 127-149).
Springer, Berlin, Heidelberg.
Gadelshina, G., 2016. Discursive leadership in technological change.
Online
Create urgency. 2018. [Online]. Available through: <https://viralsolutions.net/change-
management-step-1-creating-a-sense-of-urgency/>
Form a powerful coalition. 2018. [Online]. Available through:
<https://managementisajourney.com/leading-change-step-2-create-the-guiding-
coalition/>
Create a vision for change. 2018. [Online]. Available through:
<https://www.forbes.com/sites/johnkotter/2011/06/07/how-to-create-a-powerful-vision-
for-change/#3b6a502751fc>
Discuss the vision. 2018. [Online]. Available through:
<https://managementisajourney.com/leading-change-step-3-develop-a-change-vision-
and-strategy/>
Remove obstacles. 2017. [Online]. Available through: <http://speakinggump.com/blog/kotter-
step-5-remove-obstacles/>
Create short term wins. 2018. [Online]. Available through:
<https://www.leadershipthoughts.com/kotters-8-step-change-model/>
Build on change. 2018. [Online]. Available through:
<https://study.com/academy/lesson/applying-kotters-8-step-change-model.html>
Anchor the change in culture. 2017. [Online]. Available through:
<https://www.hotpmo.com/management-models/kotters-eight-step-change-model>
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