Leading the Change Process

Company managements constantly face challenges regarding change. Developments, structural and personnel changes require a great level of organization and careful planning. According to Kotter (1995), the best solution is to follow an 8-step model which works well for every organization. The Leading Change Model (Kotter, 1995) describes the steps to be taken to make the change become a successful transition. The 8-step model is currently used by many companies. They are as follows:

- establishing a great sense of urgency within the management

- forming a well planned guilding coalition

- vision creation in accordance with the end results and goals

- staff and management empowerment

- short-term planning

- improvement consolidation

- institutionalization of new processes and approaches

According to the challenges and mistakes companies need to be aware, Kotter (1995) mentions the lack of systematical planning and visions. Leaders need to ensure that the whole company will support the change and communication is essential. Building change management teams on every level will allow the process to go smoothly. The success of change management will depend on the support of employees, therefore, it is important that internal communication channels will be developed to communicate with staff and the management about the completed tasks and next steps. It is also important to explore whether there is a culture change within the company. When an organization is taken over by another – a common scenario in the current economic climate – there is a need for well prepared groundwork to lead the culture change before implementing practical processes. A process change leader needs to explore their own leadership style in order to be able to develop the appropriate strategies. Leaders also need to make sure that they consider individuals’  personal. Professional and emotional needs to gain support from employees.