Organizational Change: Applying Kotter's 8-Step Model (BSBINN601)

This report analyzes Kotter's 8-Step Change Model, a structured approach to implementing organizational change. It details each of the eight steps: increasing urgency, building a guiding team, developing a vision, communicating for buy-in, empowering action, creating short-term wins, not letting up, and making change stick. The report emphasizes the model's impact on employees, management styles, and organizational values. It includes a sample email to the CEO outlining proposed changes, such as employee training and revisions to the hiring process. The report also references supporting documents like a Communication and Education Plan Template, Recruitment, Selection, and Induction Policy, Staff Survey Results, Termination Policy and Procedures, and a Briefing Report Template, all related to the change management process within an organization. The report underscores the importance of clear communication, employee motivation, and aligning change initiatives with organizational objectives.

Lead and manage
organizational
change
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Kotter’s 8-Step change model
 Step 1: Increase urgency
 Step 2: Build guiding team
 Step 3: Develop the vision
 Step 4:Communication for buy-in
 Step 5: Empower action
 Step 6: Create short term wins
 Step 7: Do not let up
 Step 8: Make change stick

Kotter’s 8-Step change model
 The Kotter’s 8-Step change model has been developed to
bring in changes in the organisation.
 The 8 steps will help in providing a way that will help the
right way of change implementation (Tan, Gn and Goh 2019).
 The Kotter’s 8-Step change model has an influence of every
component of the organisation.

Step 1: Increase urgency
 It will help in the identification of the issues that are being faced by
the employees.
 It will create an urgency to meet the issues.
 It will ensure that the urgency is being met within a limited period of
time.

Step 2: Build guiding team
 As it has been evident from the paper that the team building will help
in bring changes in the organisation.
 The team will understand every aspect of the organisation and
analyse accordingly.
 It will be a neutral team (Malik, Boyle and Mitchell 2017).

Step 3: Develop the vision
 It is important that the organisation must understand the importance
of vision.
 Vision will help in finding the objectives and help analyse the issues
(Kotter and von Ameln 2019).
 Hence, this are the few aspects that will brining in changes in the
organisation.

Step 4:Communication for buy-
in
 Communication will help in meeting the needs of the employees as
well as the organisation
 It is important to communicate that will give a clear view of the
issues faced by:
 Employees
 Management
 Customers

Step 5: Empower action
 Responsibilities must be given to the employees
 It will help in making them take responsibilities and empower the
quality of work.
 This will help develop transparency.

Step 6: Create short term wins
 Short time wins implies to creating of small success
 Developing a target that can be easy to achieve
 It will help in boosting motivation

Step 7: Do not let up
 The employees must not be demotivated nor the organisation should
be
 In case of failure of a particular change management the organisation
must try on rather lose hope.

Step 8: Make change stick
 In spite of changing the plan continuously stick to a particular plan
 Estimate and provide time to bring change
 Let the employees get settled with the plans and then evaluate.

Impact of Kotter’s 8-Step
change model
 There will be a great improvement in the working style of the
employees as well as the members of the organisation.
 There will be changes in the management style that will help initiate
organisational values in the organisation (Uhl and Gollenia 2016).
 Teams will be developed
 Motivation of the employees
 Vision and objectives will be developed.