I keep on coming back to this model and like it more every time I use it.
Time and again I encounter troubled business change programmes that have just started too far down the transformation track, and run into predictable difficulties as a result.
Rather than re-invent the wheel I would suggest you refer back to a tried and tested approach primarily attributable to John Kotter (renowned author, previously a professor at Harvard Business School). There are various versions of his approach – the mix we like best is described here.
In short there are 8 key steps on 4 main stages:
MAKE IT ESSENTIAL
1. Create a Sense of Urgency
- Help others see the need for change and the importance of acting immediately,
- Communicate the realities of the market and competition.
2. Create a Powerful Guiding Coalition
- Make sure there is a powerful group guiding the change – one with leadership skills, bias for action, credibility, communications ability, authority and analytical skills.
MAKE IT READY
3. Develop the Change Vision and Strategy
- Clarify how the future will be different from the past, and plan how you can make that future a reality,
- Mobilise the necessary resources.
MAKE IT HAPPEN
4. Communicate the Vision
- Make sure as many others as possible understand and accept the vision and the strategy,
- Use every vehicle possible to communicate the new vision and strategies,
- Teach new behaviours by the example of the guiding coalition.
5. Empower Others to Act
- Remove as many barriers as possible so that those who want to make the vision a reality can do so,
- Encourage risk-taking, non-traditional behaviours and actions.
6. Produce Short-Term Wins
- Create some visible, unambiguous successes as soon as possible,
- Recognise and reward those involved in enabling the quick wins.
7. Don’t Let Up
- Press harder and faster after the first successes. Be relentless with instituting change after change until the vision becomes a reality.
MAKE IT STICK
8. Create a New Culture
- Hold on to the new ways of behaving, and make sure they succeed, until they become a part of the very culture of the group,
- Ensure the means to ensure leadership development and succession.
Avid Kotter fans will note I have changed a few of the words. For example he tends to use “set the stage” more than “make it essential” but I like the urgency and clarity of the latter phrase.
October 28th, 2009 at 2:01 am
Agreed this is a really good way to go about change. I liked the book “Our Iceberg is Melting” that is an updated view.
Kotter is a god……
November 19th, 2009 at 4:48 pm
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