Submitted to: Sir Shehzad Ghafoor
Submitted by: UsmanRasheed
Successful leaders recognize and understand the opportunities and challenges that come with change. Whether it’s significant growth on a global scale or an adjustment to key processes, change can be unsettling to employees and must be thoroughly planned for with clear communication of the rationale and anticipated benefits. In this article, Kotter presents eight critical steps to implementing change in an organization, guidelines that Navigate incorporates regularly as we communicate and guide our clients through transformation. While some of the ideas might seem simple or obvious, their value can’t be underestimated or overlooked during a transition. To start with, Kotter stresses the importance of establishing a sense of urgency. Without an explanation of the conditions or difficulties that are driving the change, it will not be easy to inspire motivation. Similarly, developing and communicating a vision helps employees better understand the objectives and expectations of the change. Furthermore, Kotter points out the motivating power of short-term wins, and how formalizing new processes and procedures works to ensure the positive results continue. An important lesson is that, ample time must be allotted for each phase of the change process. Trying to rush it or cut corners can have a devastating impact, slowing momentum and negating hard-won gains. Again we see how, despite advances in technology and the ups and downs of the economy, some business principles continue to stand the test of time.