Kotter's Eight Step Model

There are a number of models for handling change in all manner of situations, whether that is situations of hard complexity or understanding the different levels which can exist within organisational change. These different models can range from Kotter’s Change Model to Cameron & Green’s 4 levels of change (Cameron, 2004), which will be discussed in the following. Kotter’s Eight Step Model
Kotter (2002) effectively demonstrates a model for essentially managing and understanding organisational change, with each of these stages it acknowledges a key factor or principle of which relates to individuals response and approach to such change. From the research that the model is based upon, it is clear to postulate that it shows that there are eight steps an organisation or team needs to go through to ensure that change is begins and develops. The eight-steps are as followed;
1. ‘Establish a sense of urgency’
2. ‘Create the guiding coalition’
3. ‘Develop a vision and strategy’
4. ‘Communicate the change vision’
5. ‘Empower employees for broad based actions’
6. ‘Generate short term wins’
7. ‘Consolidate gains and produce more change’
8. ‘Anchor new approaches into the culture’
(Kotter, 1996)
Kotter’s model exhibits both strengths
Central government received increasing pressure to overhaul the existing 60-year-old legislation regarding social care in England, it was thus replaced with ‘The Care Act 2014’ which effectively addressed many of the issues that were facing public sector organisations. However, in recent times the public sector is yet again under increasing pressure with social care spending cuts and funding. Perhaps if a model such as Kotter (2002) was introduced to help implement organisational change it would help mitigate these funding cuts and work more