Change Leadership: Kotter's 8-Step Model in Organizational Management

This report provides an overview of leadership and management within organizations, emphasizing the critical role of leadership in guiding, influencing, and motivating employees. It focuses on change leadership, highlighting its people-centric approach and the challenges associated with implementing organizational changes. The report also examines Kotter's 8-step change model, detailing how organizations can create urgency, form powerful coalitions, develop a vision for change, communicate the vision, remove obstacles, create short-term wins, build on the change, and anchor changes in corporate culture. The conclusion underscores the importance of effective leadership and management in achieving organizational goals and objectives.

Organisations: leadership and
management

Table of content
 Introduction
 Change leadership
 Kotter's 8 steps change model
 Conclusion
 Reference

Introduction
Leadership is defined as the skills, capabilities and ability of an individual as well as group of
individual who guide, influence and motivate organisational employees. Effective leadership
facilitates organisation to take effective decisions, develop clear visions, establish effective
goals and convey these goals and objectives to employees with necessary information that is
required to achieve determined goals properly.

Change leadership
 Change leadership: Change leadership is defined as
the ability of leaders to influence as well as enthuse
organisational employees adopt changes and perform
functions accordingly.
 People-centric approach is adopted by the change
leaders. Leaders examines that how changes affect
organisational employees their tools as well as
processes. Change leaders plays important role in
implementing changes in organisational as well.

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Changes bring various threats and challenges to
organisation as employees are resist to adopt new things
and changes because these changes are apart form these
knowledge area and skills. It reduces employees
performance and productivity that impacts overall
organizational proficiency.

Kotter's 8 steps change model
As there are various changes are adopted by the organisation in
business process and strategies.
 Create Urgency: For implementing change in management style
this step facilitates organisation to ensure that the change is
really required for organisation or not.
 Form a Powerful Coalition: In thus step in Tesco convince
people to adopt changes through explaining that changes are
necessary for running organisation efficiently.
 Create a Vision for Change: When organisation is thinking
about changes in organisation than there are various ideas and
solutions are floating around.

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 Communicate the Vision: After formulation effective visions and strategies
foe implementing changes in organisation, all these visions are communicated
to employees frequently so employees can perform their work accordingly.
 Remove Obstacles: Tesco formulates effective structure of change and
regularly examines various barriers that are faced by the organisation in the
process of execution changes.
 Create Short-Term Wins: Tesco formulates various short-term targets and
objectives that are easily achieved by employees.
 Build on the Change: Establishment of various short-term objectives helps
organisation to attain overall success and continue these changes in
organisation in future as well.
 Anchor the Changes in Corporate Culture: In this stage, Tesco make any
change core part of organisational activities and functions.

Conclusion
As per above report, it can be concluded that leadership and management is the most important
functions that facilitates organisation to lead, influence as well as manage employees to
perform defined functions in order to accomplish organisational goals and objectives
efficiently.

Reference
 Whalley, M. and et. al, 2018. Democratising leadership in the early years: A systemic
approach. Routledge.
 Yousof Boroujerdi, R. and et. al, 2020. A Study of the Effect of Authentic Leadership Style
on Staff Job Performance with Mediation of Organizational Virtuousness in Isfahan
University of Medical Sciences. Journal of Executive Management. 11(22). pp.35-55.