Dr. John Kotter 's Theory Of Organizational Change

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The need for effective leadership in organizational change cannot be over-stated. Change is an inevitable variable in organizational development, and without consistent and deliberate leadership, change efforts are likely to fail. The strength of leaders is only as powerful as the ideas they communicate (Benis & Nanus, 1997). A variety of change models have been offered to assist leaders toward effective organization change. Leaders should consider a model which best reflects the culture of the organization in order to anticipate the best possibility for effective change. Though Dr. John Kotter may be considered the leading expect on the topic of leading organizational change (Kotter, 1996), other models studied may be worth consideration. The ADKAR model and Lewins 3-Step model are alternatives to Kotter’s model. This paper offers a comparison and contrast of these two models with critical evaluation on the relative strengths and weakness of each model. Lewin’s 3-Step Model Communication Process Kurt Lewin was a German Jew who fled Germany to America after Hitler rose to power as German Chancellor. During World War II, Lewin helped the American war effort, conducting studies on troop morale and psychological warfare (Burns, 2004). He also began consideration as to how authoritarianism could be replaced by democratic values. He concluded, “change in culture requires a change of leadership forms in every walk of life” (Burns. p. 980). After the war, Lewin published
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