Following a model like Kotter’s 8 steps can be helpful in a change initiative through providing structure and maintaining a holistic approach for the change effort. Some of the steps require actions that may otherwise be forgotten; for example, a sense of urgency is crucial if a change effort is actually going to accomplish any real change. After all, in order to change, a change needs to be recognized as needed. I also appreciated the model’s emphasis on the strategy and vision, and communicating that to the point of understanding and empowerment so the change can continue beyond direct effort from the OD professional. “Leading by example” is something that I think is ignored all too frequently in change efforts. The final step, anchoring new approaches in the culture, I find very important as far as providing the means for employees and stakeholders the reinforcement to keep progressing with the established change.
In a nutshell, while there are many models that one can choose, the use of a model is helpful in providing a structure and keeping the change effort focused without getting caught up in the inevitably messy nature of a change effort. It’s also useful to avoid skipping steps and important actions, whether unintentionally or intentionally as a way to “speed things up.”
