Change Model Using Kotter’s Change Process
As the Sales and Marking Director for Sea Treasures, I will use Kotter’s eight-step change process to create an Internet Website to sell the large inventory of aquarium decorator items that are currently gathering dust in a stored warehouse. This will be a short-term, small scale change. Six months later, I will expand the Website to sell live sea creatures such as tropical fish and small sea turtles online, which is a long-term, large-scale change.
Leaders are key to successful planning and implementation of change. Weiss (2016) noted, “Leadership is particularly crucial to executing an effective change program. Effective change projects call for leaders and managers who are emotionally intelligent and mindful. Such leaders need to be flexible, creative, and good com¬municators who work well with people” (p. 5). Weiss (2016) further noted “One of the most widely used planning methods is John Kotter’s eight-step change process. This approach is used as a planning diagnostic and implementation method which consist of eight steps: 1. Establish a sense of urgency; 2. Form a powerful guiding coalition; 3. Develop a vision and strategy; 4. Communicate the change vision; 5. Empower others to act on the vision; 6. Generate short-term wins; 7. Consolidate gains and produce more changes; 8. Anchor new approaches in the culture” (p. 6). Straatmann, Kohnke, Hattrup, & Mueller, (2016) noted “Today’s organizations are faced with a faster pace of technological development, shorter product life cycles and more complex, globalized market environments than ever before. To stay competitive, it is increasingly important for organizations to adjust to these rapidly changing circumstances” (p. 266). Kotter’s eight-step process for leading change equips business with the means and method to transform themselves quickly, continuously and with powerful results (Kotter International, 2016). Kotter’s first step is to create a sense of urgency. Weiss (2016) noted, significant change generally fails if a sense of urgency is not first created and realized” (p. 6). The sense of urgency refers to employee resistance to the pressing importance to address critical issues such as reducing staff and possibly closing down stores and the need to develop a new website to increase revenue and ease shipping methods. Weiss (2016) noted, “ Small companies such as Sea Treasures usually have a greater sense of urgency to change than do large organizations, because their very existence is at stake (p. 6) However, Heffes (2009) noted, “Overcoming obstacles to developing and ingraining the sense of urgency within an organizations culture comes from what Kotter calls, bringing the outside in” (p. 22). Meaning, People are so …show more content…
5-6). Sea Treasure owner will want to bring in senior and middle managers as well as employees together with a vision that directs the change effort and present a visual picture of the organizations future once the change is achieved (Weiss, 20-16, Sec 1.1 p. 6). This visual picture could be a presentation of the new website technology that will transform the company’s product line marking, distribution and shipping methods which will increase productivity and sales of the organization. Weiss (2016) noted, “Without a powerful guiding coalition and vision, the change will likely incur opposition and fail” (p. …show more content…
By creating short-term goals and rewarding employees, victory is evident on a small scale” (pp. 7-8). Employees who take baby steps are able to see the visible change and understand the contribution of their efforts. Kotter International explained, “Consistently producing, tracking, evaluating and celebrating volumes of small and large accomplishments correlates to results which can be visually observed” (Kotter International, 2016). In order to expand Sea Treasures Website to sell live sea creatures such as tropical fish and small sea turtles online, which is a long-term, large-scale, Kotter’s seventh step is important. Kotter seventh step is consolidate improvements and produce more change. After planning and celebrating short-term wins, Weiss (2016) says, “Change leaders must con¬solidate improvements and produce still more change” (p. 8). After Sea Treasures short term achievements are visualized, leaders can then capitalize expanding the company website to sell live creatures on line. This may involve hiring, promoting, training employees who can implement the long term vision and reinvigorate the process with new projects and process to meet long term goals (Weiss, 2016, sec 1.1, p.
As the Sales and Marking Director for Sea Treasures, I will use Kotter’s eight-step change process to create an Internet Website to sell the large inventory of aquarium decorator items that are currently gathering dust in a stored warehouse. This will be a short-term, small scale change. Six months later, I will expand the Website to sell live sea creatures such as tropical fish and small sea turtles online, which is a long-term, large-scale change.
Leaders are key to successful planning and implementation of change. Weiss (2016) noted, “Leadership is particularly crucial to executing an effective change program. Effective change projects call for leaders and managers who are emotionally intelligent and mindful. Such leaders need to be flexible, creative, and good com¬municators who work well with people” (p. 5). Weiss (2016) further noted “One of the most widely used planning methods is John Kotter’s eight-step change process. This approach is used as a planning diagnostic and implementation method which consist of eight steps: 1. Establish a sense of urgency; 2. Form a powerful guiding coalition; 3. Develop a vision and strategy; 4. Communicate the change vision; 5. Empower others to act on the vision; 6. Generate short-term wins; 7. Consolidate gains and produce more changes; 8. Anchor new approaches in the culture” (p. 6). Straatmann, Kohnke, Hattrup, & Mueller, (2016) noted “Today’s organizations are faced with a faster pace of technological development, shorter product life cycles and more complex, globalized market environments than ever before. To stay competitive, it is increasingly important for organizations to adjust to these rapidly changing circumstances” (p. 266). Kotter’s eight-step process for leading change equips business with the means and method to transform themselves quickly, continuously and with powerful results (Kotter International, 2016). Kotter’s first step is to create a sense of urgency. Weiss (2016) noted, significant change generally fails if a sense of urgency is not first created and realized” (p. 6). The sense of urgency refers to employee resistance to the pressing importance to address critical issues such as reducing staff and possibly closing down stores and the need to develop a new website to increase revenue and ease shipping methods. Weiss (2016) noted, “ Small companies such as Sea Treasures usually have a greater sense of urgency to change than do large organizations, because their very existence is at stake (p. 6) However, Heffes (2009) noted, “Overcoming obstacles to developing and ingraining the sense of urgency within an organizations culture comes from what Kotter calls, bringing the outside in” (p. 22). Meaning, People are so …show more content…
5-6). Sea Treasure owner will want to bring in senior and middle managers as well as employees together with a vision that directs the change effort and present a visual picture of the organizations future once the change is achieved (Weiss, 20-16, Sec 1.1 p. 6). This visual picture could be a presentation of the new website technology that will transform the company’s product line marking, distribution and shipping methods which will increase productivity and sales of the organization. Weiss (2016) noted, “Without a powerful guiding coalition and vision, the change will likely incur opposition and fail” (p. …show more content…
By creating short-term goals and rewarding employees, victory is evident on a small scale” (pp. 7-8). Employees who take baby steps are able to see the visible change and understand the contribution of their efforts. Kotter International explained, “Consistently producing, tracking, evaluating and celebrating volumes of small and large accomplishments correlates to results which can be visually observed” (Kotter International, 2016). In order to expand Sea Treasures Website to sell live sea creatures such as tropical fish and small sea turtles online, which is a long-term, large-scale, Kotter’s seventh step is important. Kotter seventh step is consolidate improvements and produce more change. After planning and celebrating short-term wins, Weiss (2016) says, “Change leaders must con¬solidate improvements and produce still more change” (p. 8). After Sea Treasures short term achievements are visualized, leaders can then capitalize expanding the company website to sell live creatures on line. This may involve hiring, promoting, training employees who can implement the long term vision and reinvigorate the process with new projects and process to meet long term goals (Weiss, 2016, sec 1.1, p.