What I find particularly compelling is the concept of the volunteer army (the “new” Step 4) because it embodies size, speed, complexity and power in service of change. It is very difficult for ...

Franklin could have added a third certainty: change. Change comes whether we like it or not. Once we accept that fact, we can start to think about the more important issue of how to manage it. change ...

Kotter suggests that for change to be successful ... to build on what went right and identify what you can improve. Step 8: Anchor the changes in corporate culture Finally, to make any change ...

In "Leading Change," Kotter devised an eight-step process for change management and leadership (since updated in his 2014 book, "Accelerate"): Create a sense of urgency: Help others see the need ...

Kotter updated his original eight-step change process with eight “accelerators” for this added system to function when greater agility, speed and innovation is needed. These accelerators ...

GE’s well known “change acceleration model,” or CAP, refers to it as “mobilizing commitment.” Kotter’s eight-step framework for change emphasizes doing this through “building a ...

Several change methodologies and process theories influenced the development of the OCM team’s approach, including heavy inspiration from John Kotter, whose ‘Eight Steps to Change’ has ...

When John Kotter, the Konosuke Matsushita Professor of Leadership at Harvard Business School, produced his now celebrated ‘8-Step Process for Leading Change’, he was the first person to set out a ...

8-Step Process for Leading Change John P. Kotter, chief innovation officer of Kotter International and professor at the Harvard Business School, is a renowned expert on leadership and transformation.

In my experience, HR professionals use a variety of models to support them when undergoing a change management project, from Kotter’s eight-step model, ADKAR to McKinsey 7S model and many others.