Kotter's Leadership Model
Leading Change in an Organization
Student Name
MGNT 4610
Dr. Coleen James
May 21, 2014
Abstract
The reality of change is that it is likely to occur in personal life and business. In order for an organization to confront the realities of change, effective leadership is essential. Leadership is critical to the success of any change initiative. There are many forms of leadership that each come with a variety of personality traits, this paper will discuss leadership characteristics believed to be necessary to successfully manage change in organizations for the next decade and how to use Kotter’s change model to implement successful change management.
Change …show more content…
Kotter’s process of change focuses on the strategic, not tactical level of the change management process (Leban & Stone, 2008). In retrospect, the use of the Kotter’s change model during the implementation of electronic health records at my current employer, Clayton Eye Center could have yielded a better transition and fostered a more positive work …show more content…
These steps involve reducing those forces that are allowing the organization to continue its current behavior. The next three stages introduce new practices, “changing/moving”. This step shifts the behavior of the organization to a new level. The last stage is required to ground the changes in the corporate culture “refreezing” and make them stick. This step steadies the organization at a new state of balance (Leban & Stone, 2008). The first step in the Kotter’s model of change is to establish a great sense of urgency, identify crisis, potential crises and major opportunities (Leban & Stone, 2008). The passing of the Health Information Technology for Economic and Clinical Health Act (HITECH Act) in 2009 by President Obama was the driver of change for The Eye Center (CEC) (Secretary, 2013). The system had to be in place by deadlines set forth by the government, therefore the urgency for change was created. The second step in the Kotter’s model of change is creating the guiding coalition, by putting together a group of people with enough power to lead the change (Leban & Stone, 2008). The Eye Center was successful in organizing a core team, composed of managers from each department to provide various perspectives to the change process. The appointed core team had previously worked together on various change issues and working as a cohesive unit was of no
Student Name
MGNT 4610
Dr. Coleen James
May 21, 2014
Abstract
The reality of change is that it is likely to occur in personal life and business. In order for an organization to confront the realities of change, effective leadership is essential. Leadership is critical to the success of any change initiative. There are many forms of leadership that each come with a variety of personality traits, this paper will discuss leadership characteristics believed to be necessary to successfully manage change in organizations for the next decade and how to use Kotter’s change model to implement successful change management.
Change …show more content…
Kotter’s process of change focuses on the strategic, not tactical level of the change management process (Leban & Stone, 2008). In retrospect, the use of the Kotter’s change model during the implementation of electronic health records at my current employer, Clayton Eye Center could have yielded a better transition and fostered a more positive work …show more content…
These steps involve reducing those forces that are allowing the organization to continue its current behavior. The next three stages introduce new practices, “changing/moving”. This step shifts the behavior of the organization to a new level. The last stage is required to ground the changes in the corporate culture “refreezing” and make them stick. This step steadies the organization at a new state of balance (Leban & Stone, 2008). The first step in the Kotter’s model of change is to establish a great sense of urgency, identify crisis, potential crises and major opportunities (Leban & Stone, 2008). The passing of the Health Information Technology for Economic and Clinical Health Act (HITECH Act) in 2009 by President Obama was the driver of change for The Eye Center (CEC) (Secretary, 2013). The system had to be in place by deadlines set forth by the government, therefore the urgency for change was created. The second step in the Kotter’s model of change is creating the guiding coalition, by putting together a group of people with enough power to lead the change (Leban & Stone, 2008). The Eye Center was successful in organizing a core team, composed of managers from each department to provide various perspectives to the change process. The appointed core team had previously worked together on various change issues and working as a cohesive unit was of no