An organization will always go through various changes in its lifetime. After all,
adaptation is one of the key factors in an organizations survival. There are several well
accepted change models of management. All of them have been scientifically proven to
be effective in the management of change.
Kotter’s Eight Step Change Model of Management explains that there are eight essential
steps in an organization’s change management. They are as follows:
1. Initiate Urgency: Organizations need to establish a sense of urgency within the
employees in order to effectively implement change. They should be able to explain
properly why this is important and urgent in the company’s survival.
2. Change Team: This team should involve respected members of the company and
department leaders impacted by the change. They should be able to influence teamwork
in the organization.
3. Establish Vision: An organization with a clear vision on how and where they want to
be in the future will be able to direct their employees in achieving their goals.
4. Communicate Vision: The vision should be communicated properly and employees
must be able to understand thoroughly and comply fully with the company’s vision of the
5. Empower Others: Employees who feel that they are empowered by the company to
achieve the vision will be more motivated to cooperate with the transition. This creates a
sense of responsibility for the employee.
6. Easy Goals: By creating short-term goals and rewarding employees for achieving it,
the organization will be able to achieve the bigger vision step by step.
7. More Goals: After achieving their short-term goals, new ones should immediately
follow in order for the company to be able to achieve the bigger goal.
8. Embrace Culture: The final step in this change model of management is to
permanently institutionalize the new approaches by embedding it into the company’s
culture and leadership succession.