(1) To be answer in your own opinion if possible in 125 words
Based on your past experiences and knowledge gained in your course work, consider the following question, and post a substantive initial post:
Dr. Kotter created an eight-step process or model for leading change as he outlined methodology for success and factors needed to execute organizational strategies. The first step in Dr. Kotter’s approach is to create a sense of urgency such as boldly communicating the need for change. My experiences caused me to act upon open opportunities like collaborating with those around me to initiate positive change within the workplace. The second suggestion is to build guiding coalition as we must communicate objectives with like minded individuals to volunteer their commitment. This is team development as leadership coordination is required to communicate activities and a guide to form alliances. Third, form a strategic vision and initiatives which is clarification of the future of your organization. Leadership vision for difference which can be linked to the mission of the organization and improved through transparent initiatives (Kotter, J., PhD., 2014).
Dr. Kotter’s fourth step is to enlist a volunteer army and employee buy-in to drive change by use of large numbers in agreement. When we rally together for a common goal there is opportunity and a movement can inspire change. The fifth step is to enable action by removing barriers like stifling others allowing diversity and open communication without hierarchies. Leaders must provide freedom to generate real impact and enable action or assist buy-in. Step six is generate short-term wins such as monitoring team progress, collecting and communicating the results to energize volunteers. Leadership feedback is required as in my past experiences consistent and effective communication can motivate teamwork. Seven, is to sustain acceleration such as your leadership ability to increase project credibility with a continuous initiative to improve structure, systems and policies. The eighth step is to institute change by replacing old habits or behaviors with new methods, articulate value in connections and sustainability until they become strong.
Focusing on change, I would like to share my thoughts on sustaining change and whether Dr. Kotter’s eight step approach will be applicable in a health care organization. Today, change seems extremely necessary in the health care sector as we are faced with increased diversity. People are exhibiting different views or opinions than in the past and we must accommodate these differences in ideals. Currently, we are challenged with the Coronavirus or Covid-19 as risk management in health care organizations must create a safe environment by planning and proactively reducing identifiable risks. Dr. Kotter’s methodology appears applicable as health care leaders must be diligent in their reasoning for positive change and innovation. As policies, systems and technologies must be improved to solve problems also, be changed when needed.
(Kotter, J., PhD., XXXXXXXXXXLeading Change. An action plan from the world’s foremost expert on business leadership.
(2) To be answer in your own opinion in 125 words
Kotter 8 steps of change. Focusing on a change that you would like to make in your organization, share the reason for the change and whether these 8 steps will be applicable or not.
Change in organization will be necessary at some point. However, most traditional organization have accepted in theory at least, that they must either change or die. (Beer & Norhria 2001, p133). Organization that support and implement continuous and transformational change remain competitive (Cohen, XXXXXXXXXXThis is because change is so vital to continued success of healthcare or any other organization.
Kotter’s first, step creating a sense of urgency, is to ensure that the need for change is communicated. Change is sometimes not easy but is inevitable. The 5thsteps of Empowering others to act is a very important step, ensuring that people are empowered to act when they are provided with the necessary resources and obstacles which may be getting in the way of change. The basic goal of all change efforts was to make fundamental changes in how business is conducted in order to cope with changing market environment.
With Kotter’s 8 steps, step I, a sense of urgency and step 5, empowering others to act. Giving the current situation that our healthcare organization is facing the COVID19 virus, they have certainly showed how these steps were never considered initially and as such did not help with the spreading of this virus. However, with these two steps now implemented you have seen how effective this is in helping to contain and allow leaders to do what is necessary to stop the spread of this virus. Kotter’s notes that over half of the companies he observed have never been able to create enough urgency to promptly act. Urgency is crucial to gaining needed cooperation but without motivation people would not help and the effort goes nowhere. (Kotter, 1995, p60). Having the belief that change is essential is what most individual wants.
I believe that the COVID19 virus has shown how top management put little or no care in how they treat these steps and as such has taken too long to put effective measured in place to implement certain decision making to ensure individual’s safety. Working together as a team in this crisis is very important regardless of our race, gender, culture and organization size. This kind of change would be very helpful in today’s healthcare organization to prevent the various constraint placed on organization which can create a turbulent environment that challenge survival (Medley & Akan 2008).
Rose.
References:
Armenakis, A., Bernerth, J., Pitts, J., & Walker, H XXXXXXXXXXOrganizational change recipients‟ beliefs scale: development of an assessment instrument. The Journal of Applied Behavioral Science, 43(4), XXXXXXXXXX.
Beer, M., & Nohria, N XXXXXXXXXXCracking the code of change. Harvard Business Review, 78(3), 133.
Cohen, M XXXXXXXXXXCommentary on the organization science special issue on complexity. Organization Science, 10(3), XXXXXXXXXX.
Kotter, J XXXXXXXXXXLeading change: why transformation efforts fail. Harvard Business Review, 73(2), 55-67.