This first step of Kotter's 8 Step Change Model is the most important step according to John Kotter. By making employees aware of the need and urgency for change, support will be created. This requires and open, honest and convincing dialogue. This convinces employees of the importance of taking action.
What are the advantages of Kotter's 8 Step Change Model? The main advantages of Kotter's 8 Step Change Model are: It's a simple step-by-step process that's easy to follow and understand. It's built on a lot of proven research into change management.
One of the main benefits of using Kotter's 8-step model is that it provides a clear and structured roadmap for change that can be applied to various types of changes and contexts.
But the weaknesses of the Kotter model are: It does not include the essential aspects of change readiness - specifically an analysis of: the key organisational maturity models; the change legacy from previous attempts at change attempts within the organisation; the cultural impacts of the proposed change.
It's immediately evident that Kotter's 8-step process has been designed with organizational change in mind. Lewin's model, by contrast, was created with reference to change more generally. So it's true that these two theories have their differences.
Disadvantages of Kotter's Change Model
Its steps are connected with each other in a sequence and can not be separated easily. There is no room for alternation and further creativity, if organizations want to make it suitable to their specific needs.
Conclusion. Kotter's 8-step change model focused on urgency and motivation is an excellent choice for the companies seeking a simple change model to learn and one that provides them with a fundamental component needed to drive success.
The Kotter's 8-step model is not without its limitations and difficulties, such as requiring a high level of leadership and communication skills, as well as a willingness to change and adapt. It can also be time-consuming and resource-intensive, especially in large and complex organizations.
The greatest strength of Kotter's model is its first two steps – creating a sense of urgency and creating the guiding coalition.
Ultimately, I think that the answer to “ADKAR or Kotter?” lies in what you're trying to change. If you want to start by focusing on getting individuals motivated and engaged, start with ADKAR. Or, better yet, incorporate that into the Kotter model, when or as needed.
Picking the Model
The primary constraint to selecting a model is the degree of complexity that the organization is capable of adopting in the execution of the change program. For those organizations with less sophisticated approaches, it may be that Lewin's model is appropriate.
Criticisms of Lewin's change theory are lack of accountability for the interaction of the individual, groups, organization, and society; and failure to address the complex and iterative process of change (Burnes, 2004). Figure 1 depicts this change model as a linear process.
Some of these disadvantages include: Vagueness of some steps: By trying to be applicable to all sorts of change initiatives, Kotter's advice is quite vague in its steps and doesn't give direct advice on implementing different kinds of change.
Corporate Example of Applying Kotter's Model of Change
The cloud data services and management organization NetApp was on the verge of losing its business, facing tough new competition that. It applied Kotter's 8-step change model to achieve three strategic goals: Grow its market share. Implement global partnerships.
Kotter's 8-Step Model Infographic
Create a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. If you do these things, you can help make the change part of your organizational culture.
Disadvantages of the ADKAR Model of Change
To some extent, the ADKAR model ignores how complex the change can be and the need for long-term change vision and strategy. Works better for small-scale change initiatives, as a simple focus on the individual is often not enough to deliver the full desired outcome of change.
Bridges' Transition Model
The Bridges' Transition Model is similar to the Kübler-Ross Change Curve in that it focuses on the emotional reactions throughout a transition.
A company called NetApp which is into cloud data services and data management services have applied kotter's 8 step change model to achieve three strategic goals: Grow market share. Implement global partnerships. Drive efficiencies.
Purpose: Change managers focus on supporting individuals, while project managers focus on achieving results. Length: A change manager and project manager are both temporary or consistently changing positions that must be flexible. However, a project manager is usually in their role for the duration of a project.
In his work, Kotter states that 60%-90% of all change efforts fail and the reasons for this failure rate is a combination of factors including: Organizations make unreasonable assumptions and don't see the big picture of how change happens. Middle management does not support the change. Employees are resistant to ...