The 8 Steps Of Kotter 's 8 Step Change Model

“The images, metaphors, or frames that we hold, both of managing and of change, influence our ideas of what we think managing change is all about” (Palmer, Dunford, & Akin, 2009). As people we all see through our own eyes, we call see a different perspective and have a different reaction to what is coming next. As human beings we react differently to situations. Situations of change are transitions that some are able to adapt to quickly while others have a hard time. Being the leader of that change can be difficult and helping make a change does not come easily or effectively. Keep and Newcomer (2008)

Next, you need to develop a vision and strategy for your team. This will involve determining the idealized, expected state of affairs after the change is implemented. Because change can be confusing this will help give a since of organization.

Choosing a change model can be difficult for an organization. The company must ensure that the model it chooses will help them make the smoothest transition possible for everyone involved. The chosen change model must also help the company reach its goal within the time frame the company needs to have changes made.

This week’s topic hits home to me personally because I immigrated to the US nine years ago. It was a challenge to find healthcare providers who would understand my cultural background towards health. That said, as a nurse heading a committee to address the significant influx of immigrants to the local area, I have to adopt a change model in order for such change to be successful. It is important to gather statistics of the immigrants in the area in order to address not only cultural barriers, but also language barriers and health care needs. We have to consider not only the need to have interpreters, but also resources such as funding and staff.

Do not try to be perfect with everything you do because you will miss the most valuable.

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

Once a quality improvement plan (QIP) has been developed and evaluation methods determined, a plan for implementing the initiative must be created. An action plan is a series of steps and timelines that will ensure a QIP is implemented successfully (Desjardines, 2011). The purpose of this paper is to outline an implementation plan for the QIP of reducing the rate of worsening pain in the elderly with dementia and other forms of cognitive using a nursing education strategy in the Veterans Centre (VC) at Sunnybrook Health Sciences Centre.

I enjoyed reading your submission on this topic. Interesting enough, I chose this change model for my change intervention. The Kotter's eight steps of change incorporates all the strategies needed for effective implementation of a change intervention. I agree with you that we should set short term goals and in order to acknowledge these achievements there should be continuous monitoring. Kotter's model talk about forming a coalition, in your intervention who will be the core of your coalition? Thank you-

Competitive imperatives of market forces and customer demands in today’s environment have led to the emergence of less hierarchical and more flexible organisations (Doyle, 2001). In working towards this paradigm shift, a distinction and clarification of the relationship between leadership and management in the change process needs to be addressed. According to Caldwell (2003), change leaders are executives or senior managers at the very top of the organisation who envision, initiate or sponsor strategic change of far-reaching or transformational nature by challenging the status quo, communicating a vision that employees believe in, and empowering them to act. In contrast, change managers are usually middle level managers and functional

To identify, my change process in my project plan I will use Kotter’s eight stage change management process. First, the sense of urgency in my project is to keep inspiring my team to make sacrifices to help make the change in guiding my sister in a healthier eating habit. Second, I have selected my parents as team members to help carry out my sister’s change for a healthier diet by developing supporting strategies like printing off words of encouragement for them to use to help keep her motivated. Third, I had elaborated the clear understanding of what the change in a healthier diet for her is all about. Henceforth, a balanced nutrition is an important part of leading a healthy lifestyle by helping to reach and maintain a healthy weight, reduce

Another step is to form a guiding coalition, it is necessary to persuade people that change is required. By identifying and gathering a crowd of individuals who hold a certain amount of power and energy to lead a change is the fuelling drive to push for this change to come about.

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

To improve patient compliance with care plans a telemedicine pilot project is taking place with patients who cannot access care due to their inability to travel to their primary care physician’s office due to physical limitation. Rather than attempt travel, a telemedicine appointment will take place with a primary care provider at the Providence Physician Group. The Providence group was chosen out of the three largest primary care groups in the area because they have the most patients enrolled in the MIH/CP program. Also, Providence has system wide implementation of Epic EHR on a single instance which means that all their electronic health records are transferrable amongst providers across the entire Providence network. Primary care providers,

I realized there are several steps an Organization Developer must consider in order for a company to have a successful outcome when they go through a transition. The OD must be able to identify several different components to produce a positive outcome. For instance, the OD must identify what needs to change with the company and communicate the problem in a clear and concise manner. It is also important to put together a team that can help with the process to ensure that everything goes accordingly. Also, if additional training is necessary then that must be factored in for others to understand the different aspects of someone else’s job. Employees must also understand why the change was necessary; therefore, the OD must be the one to convey that message in order for employees to understand the process of reorganizing. Once employees understand why the change is taking place, they must understand the new plans and goals

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.