Written by Lesallan | February 27, 2025
Navigating Change with John Kotter’s 8-Step Model
John Kotter’s 8 Steps to Change model has had a profound impact on change leadership, offering a structured framework that assists organizations in navigating the complexities of change. In today’s business landscape, marked by rapid technological advancements and shifting consumer expectations, Kotter’s model remains exceptionally relevant. Each step within the model underscores the vital roles of leadership, communication, and employee engagement—elements that are essential in our dynamic environment. As Kotter himself observed, “Transformation is a process, not an event” (Kotter, 2012), highlighting the ongoing nature of change.
The first step, “Create a Sense of Urgency,” is crucial in today’s fast-paced environment, as it enables organizations to mobilize swiftly in response to changes. The second step, “Build a Guiding Coalition,” emphasizes the importance of creating a dedicated and influential leadership group that can effectively drive the change process (Smith, 2023). The third step is “Forming a Strategic Vision and Initiatives,” which helps to guide the organization and align efforts toward common goals (Kotter, 2018). The fourth step, “Enlist a Volunteer Army,” focuses on engaging a broad base of employees to ensure substantial support and active participation in the change effort (Tips & Tactics for Kotter’s Change Model, 2023). The fifth step, “Enable Action by Removing Barriers,” tackles obstacles that hinder progress and cultivates a supportive environment to expedite change (Smith, 2023). The sixth step, “Generate Short-Term Wins,” emphasizes the importance of celebrating early achievements to inspire employees and build momentum (“Eight Steps to Leading Change: From Nehemiah to Kotter,” 2015). The seventh step, “Sustain Acceleration,” highlights the necessity of ongoing efforts and maintaining focus on the change initiative to ensure continued progress (Kotter, 2018). Finally, the eighth step, “Institute Change,” focuses on integrating new practices into the organizational culture to ensure enduring transformation (Kotter, 2012). Together, these steps offer a comprehensive framework for managing change in contemporary organizations, with each step interconnected and enhancing the likelihood of successful implementation.
In a previous role, I was part of a team tasked with implementing a new customer relationship management (CRM) system. At first, we encountered resistance because people were worried about the perceived complexity of the new system. To overcome this challenge, we used Kotter’s model to create a sense of urgency by highlighting the limitations of the old system and emphasizing the benefits of the new CRM. We assembled a guiding coalition of influential team members who championed the change and developed a strategic vision that outlined how the new system would enhance customer interactions. By involving employees in the planning and implementation processes, we built a volunteer army dedicated to the cause. We also removed obstacles by providing comprehensive training and addressing any concerns raised. To foster momentum, we highlighted short-term wins by showcasing successful use cases and quick improvements. We maintained this momentum through ongoing communication of progress and encouragement of feedback, and we solidified the change by integrating the new CRM system into daily operations and updating procedures accordingly.
Kotter’s model provided a clear roadmap for managing change, and its structured approach effectively addressed resistance while building momentum. The model’s focus on communication and engagement was particularly instrumental in securing employee buy-in. Consequently, the implementation was successful, leading to a significant improvement in our customer interactions with the new CRM system. To support this analysis, I referred to several articles discussing Kotter’s 8 Steps (Smith, 2023; “Tips & Tactics for Kotter’s Change Model,” 2023; “Eight Steps to Leading Change: From Nehemiah to Kotter,” 2023; “8 Steps to Accelerate Change in Your Organization,” 2023).
Blessings,
Lesallan
References:
Geiger, E. (2015, October 1). Eight Steps to Leading Change: From Nehemiah to Kotter. Eric
Geiger – Eric Geiger, Author and Senior Pastor, Mariners Church. https://ericgeiger.com/2015/10/01/eight-steps-to-leading-change-from-nehemiah-to-kotter/
Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
Kotter, J. P. (2018). The 8-Step Process for Leading Change [eBook]. Kotter.
https://www.kotterinc.com/wp-content/uploads/2019/04/8-Steps-eBook-Kotter-2018.pdf
Smith, J. (2023). Leading change: Implementing Kotter’s 8 steps in modern organizations.
Harvard Business Review.
Tips & tactics for Kotter’s change model. (2023). Culture Partners.
8 steps to accelerate change in your organization. (2023). Growth Tactics.
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