Compare and contrast kotters and lewin change models

For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and, finally, solidifying that new behavior as the norm. The goal during the unfreezing stage is to create an awareness of how the status quo, or current level of acceptability, is hindering the organization in some way.

Compare and contrast kotters and lewin change models

The first stage of the process engages the act of preparing an institution to acknowledge a change and this is done through the collapse of the existing workings before setting up a new system or simply put, unfreezing.

This can be done in an organization by showing how the current method of working is not good enough and that a change is essential to improve the business returns.

In essence, a need for change is created and what needs to be done is simply make people re-think or re-analyze the core of the organization and motivate them towards change.

Now that uncertainty has already been created, the next step is where people begin to look for new working methods by stepping in a new direction. For the change to occur successfully, people need to realize how it benefits them and this is done through communication and time and eventually the incident of change settles in.

The change is made sustainable and reward and feedback systems are created with the change being cherished throughout.

A comparison between Lewin´s and Kotter´s models of change - Tumpelon tekeleet - initiativeblog.com

The second step is to form a powerful coalition by realizing that change has to be led and for this, the true leaders of the organization have to be identified in order to work on team building. Moving on, the third step is creating a vision for alteration.

He identifies both steps individually and therefore gives separate importance to both. This, in effect, empowers the employees who are required to execute the change.

This would give the team a taste of victory and hence keep them motivated toward the change. The seventh step is a continuation of the sixth and talks about building the change.

This is basically the idea of achieving more and more from the change by setting further goals to build on the momentum already achieved. A general comparison of both models shows that whereas Lewin provided an overview of the change process in his three-stage model, Kotter provided a detailed analysis in his eight steps.

Compare and contrast kotters and lewin change models

In essence, both models had the same basic content, however, Kotter went into a greater depth of the issue and stressed on the practical workings of the change process by going step by step and identifying even the minutest of clauses involved.

Harvard Business School Press. Pp Ritchie, Bronwyn. Understanding the Three Stages.Managing change and transitions: a comparison of different models and their commonalities has a better chance of success and is part of the eight-step change model from Kotter ()where“toworktogether asateamunitedinthe vision,”isnecessary forsuccess.

LM 31,4/5 Compare And Contrast Lewin And Kotter Change Model. the change process needs to be addressed. According to Caldwell (), change leaders are executives or senior managers at the very top of the organisation who envision, initiate or sponsor strategic change of far-reaching or transformational nature by challenging the status quo, communicating a vision that employees believe in, and.

Lewin vs Kotter Change Models

The Kotter Eight Step Change model is a linear change methodology that focuses on the importance of gaining buy-in. It is relatively simple to understand and works well in organizations that are organized in a relatively narrow organizational structure. Change Management Models. Change Management Models McKinsey 7-S Model There are many different change management initiativeblog.com will be discussing three today and choosing which is the best fit a company needing many changes.I will be discussing both the strengths and weaknesses of these three change management models: McKinsey 7-S Model, Lewin's Change Management Model, and Kotter.

John Kotter, a leadership and change management expert, developed a change model to combat what he felt were eight main reasons for unsuccessful organizational change {Kreitner, Kinicki, , p. ). well known and popular models of the change process: Lewin’s three-step change model, Kotter’s eight-step plan, Harris’s five-phase model, Fullan’s change themes set, and Greiner’s six-phase process.

Lewin and Kotter's Change Management Models