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Change Management Models: Bridges' Transition Model and Kotter's 8-Step Change Model, Study notes of Communication

An overview of two popular change management models: william bridges' transition model and kotter's 8-step change model. Bridges' model focuses on the psychological aspects of change, while kotter's model emphasizes the practical steps for leading and implementing change within an organization. Both models offer valuable insights for individuals and organizations undergoing transformation.

What you will learn

  • What are the similarities and differences between Bridges' Transition Model and Kotter's 8-Step Change Model?
  • How does Kotter's 8-Step Change Model help organizations implement change?
  • What are the key steps in William Bridges' Transition Model?

Typology: Study notes

2021/2022

Uploaded on 09/12/2022

jennyfer
jennyfer 🇬🇧

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William Bridges’ Change and Transition Framework
Bridges’ Transition Model
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Download Change Management Models: Bridges' Transition Model and Kotter's 8-Step Change Model and more Study notes Communication in PDF only on Docsity!

William Bridges’ Change and Transition Framework

Bridges’ Transition Model

KOTTER'S 8-STEP CHANGE MODEL

http://www.kotterinternational.com/the-8-step-process-for-leading-change/

Steps Transformation Suggestions

  1. CREATE a sense of urgency

 Examine market and competitive realities  Identify and discuss crisis, potential crisis, or major opportunities  Provide evidence from outside the organization that change is necessary

  1. BUILD a Guiding Coalition

 Assemble a group with enough power to lead the change effort  Attract key change leaders by showing enthusiasm and commitment  Encourage the group to work together as a team

  1. FORM Strategic Vision and Initiatives

 Create a vision to help direct the change effort  Develop strategies for achieving that vision

  1. ENLIST Volunteer Army

 Build alignment and engagement through stories  Use every vehicle possible to communicate the new vision and strategies  Keep communication simple and heartfelt  Teach new behaviors by the example of the guiding coalition

  1. ENABLE Action by Removing Barriers

 Remove obstacles to the change  Change systems and / or structures that work against the vision

  1. GENERATE short term wins

 Plan for and achieve visible performance improvements  Recognize and reward those involved in bringing the improvements to life

  1. SUSTAIN Acceleration

 Plan for and create visible performance improvements  Recognize and reward personnel involved in the improvements  Reinforce the behaviours shown that led to the improvements

  1. INSTITUTE Change ^ Articulate the connections between the new behaviors and corporate success