Leadership and Change Management: Kotter's Model Application Report

This report delves into the critical aspects of leadership and change management, focusing on why a significant percentage of change initiatives fail to meet their original objectives. It identifies key issues such as insufficient focus on co-creation, lack of timely feedback, lack of commitment, absence of a clear vision, lack of leadership consensus, inadequate training, and poor communication and planning. The report then applies Kotter's eight-step model to provide practical strategies for managing these changes effectively within an organization, specifically addressing the challenges faced by XYZ company. The analysis covers steps from creating a sense of urgency to building a guiding team, and implementing change to make it sustainable. The report provides a comprehensive understanding of how to navigate and implement successful change initiatives, using theoretical frameworks and practical examples to guide organizational improvement.

Leadership and
Change
management

Table of Contents
INTRODUCTION:..........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1.Identify and critically evaluate why a reported 70% of change initiatives fail to meet their
original objectives.......................................................................................................................1
Task 2...............................................................................................................................................3
P2. Using Kotter's eight step model, identify how practically can manage to above changes . .3
Conclusion:......................................................................................................................................7
REFERNCES ..................................................................................................................................9

INTRODUCTION:
Change refers to actions taken by organisation to alters major parts of its enterprise such
as infrastructure it uses to operate, its culture, underlying technologies or its internal processes.
Change management is a organized approach to dealing with change or transformation of
goals, technologies or processes of an organisation (Bush., Bell and Middlewood., 2019). It is a
discipline that advise how individuals prepare, euip and support who successfully adopt change
in order to operate organisational success and outcomes.
XYZ is a organisation that face various issues like lack of proper training, planning, lack
of proper support by top level management, and recruitment practices. So change management is
important for company to overcome all problems that are faced by enterprise (Coban, Ozdemir
and Pisapia, , 2019). As proper change management leads to proper functioning of organisation
and proper satisfaction given to their employees by providing them proper training facilities
according to their skills and knowledge.
MAIN BODY
TASK 1.
P1.Identify and critically evaluate why a reported 70% of change initiatives fail to meet their
original objectives.
 Insufficient focus on co-creation in design: Change management in organisation faces
this type of problem because when an enterprise promises to delivering value that are
given to their buyers are not getting accurately. So it is responsibility of enterprise to
design co- creation culture which means a process to provide accurate and relevant data
for analytical discussions, always pushing members for assessment of multiple options
and reached agreement by providing clear set of criteria for success of organisation
(Connolly, James and Fertig, 2019). Lack of company’s focus on co creation of design is
one of the major barrier or reason why change initiative fails to achieve pre-determined
objectives. Company have not clear knowledge about which techniques and methods are
used by it to innovate new products in best and cheapest way.

 Lack of precise, timely feedback on progress: When company is not getting feedback on
time it affects progress of organisation. So to overcome this problem it is responsibility of
management to figure out key initiatives that are not working in planned manner if
deviation is there so corrective actions should be taken by top level authorities. This issue
should be overcome by proper communicate with middle and lower level managers and
by making a proper feedback mechanism (Hallinger, 2018). Another method can be used
by authorities by putting suggestion box and owner email account, by this there is a
opportunity to staff members to give feedback to clarify business policies. Organisation
faces this problem because of not having proper knowledge of goals and objectives with
employees (Ling, Guo and Chen., 2018). Customers are also not giving proper feedback
to enterprise so due to this it faces problem of which type of product are sufficient to
customers and what changes a firm should do in their products. Lack of commitment: This problem leads to ambiguity. It is a biggest teamwork
challenge faced by organisation because teams lacks commitment due to not having their
fully participation in issues that company faces. This lack of commitment leads to fear of
trust and conflict between team members as they are not getting clear goals or direction
about particular project (Matthews and et. al., 2018). Employees only focus on their own
priority and they are going through motions that are prevailing in environment.
Employees who feel that they are cut off or ignored they left out and not commit anything
to organisation. If teams have a clear directions and plans, members of team become
confident and gives commitment for accomplishment of goals (McKimm and et. al.,
2020). In context of respective organisation, employees are not give any type of
commitment to company because team members not have proper knowledge about
enterprise and they are not getting proper training to how to work on particular project.
 Lack of vision: Vision can be defined as short term goal that have to be achieved by
organisation. In a business, clear vision is very critical to achieve. With having clear
vision about particular area it can accomplish goals of organisation success (McIntosh
and et. al., 2018). Due to lack of vision company faces problems like overextension
which means business can lead to loss of revenues and failures. When organisation are
not having a clear vision about which type of investors are included for running a
company. In context of XYZ organisation, top management authorities not have clear
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vision about future of company, and they are not provide goals and objectives to their
employees (Neves, Almeida and Velez, 2018). So team members of organisation facing
problem of lack of vision because they are not getting clear pathway of what to achieve
for enterprise.
Absence of leadership consensus :
The primary reason changes initiative fails because lack of consensus and support from
the leaders of organization. Leaders must be at forefront for communicating and training of
employees in an organization. Support from top management is very important for employees to
understand the project or work they are doing for organization. Leaders should motivates their
employees to work effectively and improve productivity of their work. Team leaders could not
using proper planning for their organization (Neves., Almeida and Velez, 2018), Right planning
is very important for management teams, without proper planning they can not guide their
employees and could not meet change initiative objective. Vision must be clears to team leaders,
and they could use organizational vision to motivate the subordinates. Thus, lack of support from
top management could fail the change initiative in organization .
Lack of proper training:
In organization it is important to train their employees about the project or work they are
doing, without proper training employees can not meet to organizational objectives. Guidance
from top management is essential for improvement of jobs they are performing. Employees
should have proper understanding of work they are doing. The rate of production could be low if
employees don't know enough to perform their jobs confidently. If the top management can not
give proper adequate training to employees they may have difficulty to meet performance
standers of organization (Nieuwboer and et. al 2019). If the existing employees don't perform
well, the process of hiring new employees could be expensive for organization. Proper learning
and training of employees could use to meet competitive advantage for an organization. Thus,
lack of training could fail organization to meet its objectives of change initiative, proper
guidance and training is very important for employees to preform well according to the
performance standers of organization (Rosenbaum, More and Steane., 2018). Improvement in
training process of organization can help to achieve it's objectives and change initiative.
Lack of communication:
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poor communication limits a organization to optimize it's performance. Ineffective
communication prohibits trust building between employees and team leaders, when management
doesn't communicate goals and important events with workers, employees eventually think they
have lack of information about work or project they are doing. Employees want to work where
they can share inputs with team leaders and management. Lack of communication can
demotivate workers and reduce their productivity, communication is a key between the
employees and team management to understand the environment and format of work. Employees
can not perform it's task when they doesn't get proper information about what they are doing, and
how can they do their work effectively and efficiently. Thus , lack of communication can effect
the productivity of organization and organization could fail to meet it's change initiative
objective, poor communication could effect working environment of organization.
Lack of proper planning and resources:
poor planning is result of shortage or delay in work of an organization. Without planning
there is no mission or vision of organization, because if the organization don't have proper
planning in their management they can not explain their mission and vision to their employees.
Employee could face confusion during completing tasks and works. Employees in organization
suffering from lack of planning are likely to experience low morals. On other hand lack of
resources is also can be a reason organization fail to meet it's objectives. If organization is not
having proper finance for training and development program of employees they may face
difficulty in achieving their goals (Schwarzmüller and et. al, 2018). Proper resources are key to
meet organizational goals and objectives. Thus, for successful organization it is very important
to have proper planning and resources. Proper planning is essential for organization to meet its
change initiative objectives. resources planning could help an team leaders and worker to
complete their task effectively.
Task 2.
P2. Using Kotter's eight step model, identify how practically can manage to above changes
Introduction of Kotter 8 Steps model
This framework is commonly assort which is popular framework for enhancing
successfully implementing effective organisational changes where it used to across many
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business venture (Stouten and et. al., 2018). The changes can optimise and generates outcomes
on basis of new technologies, mergers and acquisition, new strategies and customization in
culture. To applying Kotter model is not easier on business situation, many conflicts or barriers
arises in form lack of performances, teamwork or leadership, rigid trend of workplace culture,
negative attitudes can fluctuates project implementation. Every organisation should follows the
authentic pattern of Kotter to overcame from challenges by contributing large scale change
effectively in successful manner.
By considering XYZ company, there is necessity to implement Kotter 8 step model to
customised change within effectively successful attaining overall outcomes.
 Creating a Sense of Urgency: This process presumes through establishing a sense of
urgency within among both manager and employees. The overall participation is
necessary such as employees and superiors to discuss and assess about what kind of need
they are seeking which helps to evaluate new outcomes and enhance organisational
growth. By not getting support from employees or managers, it can creates difficult to
implementing the change of momentum to enhancing effective transformation. The main
purpose of this first step to clarify and enhance to prepare the employees towards
upcoming changes as well as motivate them to better offer about contribution. For XYZ
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Illustration 1: Kotter's 8 Steps model, 2019.
Source: Kotter's 8 Steps model, 2019.

company they facing many issues and wanted to make their venture in learning
organisation but problem which arises in regular basis such as clients issues not attains to
solves, gather to learning points from customer report basis and other various managerial
problems prevails.
Above problems are needed to consult with manager or experts where discussion will generates
alternative solutions which influence and increase the level of changes in XYZ organisation. Building guiding team: It is second step defines about brining together a potential or
competent team who having high level of competency in terms of right skills, proper
credentials or qualification, reputation and better connection with sufficient power is
develop leadership to provide change efforts to influence stakeholder. After identifying
need of change as well as problems, it must require to assign potential leader who guides
about how to pursue the process (Van Wart and Liu, C., 2019). Leader also supports to
recruit effective and skilled employees in team where that team will responsible towards
developing various vision and strategies. Strategies implies from XYZ company, in
terms of manager facilitating resources or equipment, eliminating obstacles or guiding
organisation during process to overcame from conflicts and communicating through
stakeholder. To acquiring productive employees in particular team allows huge amount of
benefits for leader to evaluate alternatives from team member which improve decision
making skills. The leader which XYZ company manager hire leader which is require
because it enhance clarity about objectives to team member, assigned each member's
roles and responsibility to assess their performance effectively. Develop the vision and Strategies: There is first objective which support to create
sensible vision to direct improve as well as to develop strategies effectively towards team
that helps to accomplish their gaols. For XYZ company, their leader right vision helps to
accomplish the change successfully inspiring and guiding towards team actions as along
with their decision making (Windt, Borgman and Amrit, 2019). Members of team well
aware about their targets which they needed to accomplish for effective assessment of
success appeal through interest of stakeholder for their satisfaction. As above situation
which is arising and it creating impact on performance of employees and organisational
growth in terms of service quality destructs, barriers in communication, negative
outcomes through performances etc. Many procedure, planning and strategies such as
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Training and Development , performance appraisal, employee engagement etc. all these
managerial activities setting parameter towards employees performance as well as their
overall internal activities would increased in positive aspects. Different traits of ideas
employees developing the vision productive in nature, collects statistical data to forecast,
market research data business trends etc. Communication the change vision: This third step comprise about effective
communication as per vision and strategies in way that helps to encourage rest of
organisation observe and then accept change initiative. The objective defines about to
capture and convince to employees before to implementing change as it very essential
for enhance sacrifice for supports the changes as well as best of organisation. As in
situation of XYZ company, there is lack of communication through which employees
could not able to communicate with others as well as clients. The major issue is prevails
that customer facing problem as well as not satisfy with XYZ services that increase
unproductive in performances. It is important to share or discuss about different strategies
which need to implement for new evolution to come up. By provides facilitating feedback
from employees and address through anxieties, problem, anger and loyalty towards work. Remove Barriers to Action: At the time of implementing organisational wide change,
barriers would prevents frequently. The barriers factor arrives through insufficient
procedure, resistance to change through implementation or disempowering managers to
customized organisational norms, culture and policies. Some of further steps which is
important to understand by XYZ company employees to clearly understand about barriers
as per organisation regulation otherwise, it will blocked the way through which change is
going to be implemented successfully (Zuraik and Kelly., 2019). By providing fair
appraisal and reward to employees as per their performance outcomes which actively
change on implementing change. To motivate workforce to facing best challenges
successfully through providing necessary training, mentoring and coaching. Through
proper guidance employees need to aware about vision and objective of certain task
which helpful to them. For XYZ, leaders and managers consult for current situation in
which they make sure that each employee should get proper direction and having
understand about working objective effectively.
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 Accomplish Short term Wins: After reducing conflicts or barriers and provide effective
training to employees, leader must encourage employees to accomplish short term goal
through contributing better initiative. As maintaining the positive situation motivation
plays an important role in their objectives which helps to enhance fluctuates process. By
identify visible short term wins for example, this involve their efforts that may helps to
cut back costs, improve short term goals (Schwarzmüller and et. al, 2018). In XYZ
company, managers tries to provide certain process in which employees could attain their
objective flexibly. This type of achieving short term goals effectively enhance
satisfaction level along with employees are quite responsible for their wrong outcomes,
as they need to ensure and monitor their process of working that generates positive
results. Build the change: According to this second last step emphasis about to sustain with
implementation of changes that ensuring the teams must work persistently towards
accomplish changing of vision at the time of assessing development. It is very important
to assure that team not declare their victory until unless they could not achieve real target.
As XYZ organisation, manager and leader have to implement changes which support to
increase their improvement in communication, coordination, performances and hiring
systematically or to turns into learning venture. If the hiring process would systematic
conduct manager can selects potential and high skill employees . But company is
achieving their normal targets apart from it internal situation of XYZ company is
appropriate through which superiors and other top level management need to further
changes which customised overall lack resources or in performances gets improve in
better ways (Borgman and Amrit, 2019). Their major problem is employees performance
not up to mark as manager expected as well as clients or customers get disappointed from
service which they insists to conduct training and development which help to improve
skills and knowledge effective way.
 Make change stick: This is last steps where leader changes their work routine and
observing their culture where it require in change of stick. As it includes changing
organisational norms and values along with managerial activities like reward
management and development infrastructure elements which makes sure that activities is
preceding with new direction as per observing alignment. By consulting important
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changes that comes in organisational process or norms that brings positive environment .
Similarly XYZ company, have to scrutinize major barriers and employees skills along
with high competencies which relevant to new changes. To improving or measuring
unethical practises which occurs in XYZ company. As it enhance new culture presumes
to get interaction and staffs must participate in it for exploring new outcomes that
generates better accomplish targets. By enhancing new changes can help to explore and
gain more skills which helps to produce business ideas along with generates more
creativity in premises. Therefore, at last by assessing overall implication decides through
manager in terms of positive and negative outcomes (Zuraik and Kelly., 2019). Leader
would approach their leadership practises to monitoring and controlling towards new
changes in aspect of favourable outcomes.
Conclusion:
From above given information it can be summarise that, change management plays an
increasingly important role in a organization. With help of change management organization can
achieve its goals and targets effectively and efficiently. It can directly and positively affect
productivity and quality of work, it allow workers and employees to stay motivated and
productive during work timings. Proper training of employees helps the organization to improve
it's work efficiently. While good communication between leaders and employees can improve
the understanding of work. Organisation requires to change its planning and training process for
better growth. Involvement of quality improvement activities could help in understanding of
management activities. Using kotter's eight step change model, could help organisation to
improve its ability to change and to increase chances of success. It could also help organisation
to create sensible vision, a clear and achievable vision help employees to understand why
organisation is asking them to change. Thus, change management requires better communication,
training, learnings, and motivation of employees in organization.
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REFERNCES
Books and Journals
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of Educational Leadership &
Management. SAGE Publications Limited.
Coban, O., Ozdemir, S. and Pisapia, J., 2019. Top Managers' Organizational Change
Management Capacity and Their Strategic Leadership Levels at Ministry of National
Education (MoNE). Eurasian Journal of Educational Research. 81. pp.129-146.
Connolly, M., James, C. and Fertig, M., 2019. The difference between educational management
and educational leadership and the importance of educational responsibility. Educational
Management Administration & Leadership. 47(4). pp.504-519.
Hallinger, P., 2018. Surfacing a hidden literature: A systematic review of research on
educational leadership and management in Africa. Educational Management
Administration & Leadership. 46(3). pp.362-384.
Ling, B., Guo, Y. and Chen, D., 2018. Change leadership and employees’ commitment to
change. Journal of Personnel Psychology.
Low, K.C.P., 2018. Leadership and Change. In Leading Successfully in Asia (pp. 371-387).
Springer, Cham.
Matthews and et. al., 2018. Building information modelling in construction: insights from
collaboration and change management perspectives. Production Planning &
Control. 29(3). pp.202-216.
McIntosh and et. al., 2018. A case study of polypharmacy management in nine European
countries: Implications for change management and implementation. PloS one. 13(4).
p.e0195232.
McKimm and et. al., 2020. Education for sustainable healthcare: Leadership to get from here to
there. Medical teacher, pp.1-5.
Neves, P., Almeida, P. and Velez, M.J., 2018. Reducing intentions to resist future change:
Combined effects of commitment‐based HR practices and ethical leadership. Human
Resource Management\. 57(1). pp.249-261.
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