Can I get feedback on the following?

The first step in any organization is for someone to recognize that there is a problem; whether that's an executive, a leader, manager or an individual. When that person recognizes that issue, they will want to show everyone and show a sense of urgency which is the first step in Kotter's 8 step transformation. In any organization for change to happen everyone needs to be on board and want it to happen.

The first step is to get a sense of urgency. This step requires the person to open up dialogue and have an honest conversation with everyone. As Kotter explains for change to be successful, " 75 percent of the company's management needs to "buy-into" the change." You want to ask for help from employees and stakeholders to convince everyone that if the change happens then this will happen. You want to show them why change needs to happen and show what are the threats and scenarios that are affecting the organization negatively. A lot of time will be spent, and a lot of hard work will be put into this step. If you move too fast to the next step, you can jeopardize the success of the change and it will be short-term rather than improving each year.

The success of the first step leads you to the second step which is forming a powerful coalition. Convincing people that this change is necessary, and it will take everyone's full commitment and dedication. You need to identify strong leaders in your organization that believe in the change as much as you to orchestrate the change. Once you have your team together you need to continue to build urgency and momentum around the need for change. Together with the team you spread the word and continue to gather more people to get the point across. People will ask questions and they will open up to the idea that change needs to happen.

References

Home. MindTools. (n.d.). Retrieved May 1, 2023, fromhttps://www.mindtools.com/a8nu5v5/kotters-8-step-change-model