In his book, The Heart of Change, John, P. Kotter talks about the eight steps for successful large-scale change. These steps are: increase urgency, build the guiding team, get the vision right, communicate for buy-in, empower action, create short-term wins, don’t let up and make change stick respectively. These steps have been used time and again by the author and have seemed helpful whenever applied.
Organizations that are moving forward and succeeding their way well into the future are the ones that recognize the importance of see, feel, change approach in their units. It is not through analysis of massive data or presentations that pushes an organization forward but rather by changing the thought process to impact behavioral change among the employees. They happen to be solution oriented by welcoming new ways of thinking in the company. Organizations like these take pride in action rather than in giving rules and regulations by showing what the problems are and how to solve them.
The method is important in that it involves people in a more subtler and deeper way through means and methods that are hard to forget such as images and objects. The approach is involving in nature; meaning that participation among workers or colleagues is encouraged. Communication across the organization tends to help in performance of tasks. With smooth communications among all levels change is easy to implement. In such an environment empowerment helps workers to act on themselves and go further according to their responsibilities and goals. The approach gives the right vision to the team. With the right vision and guidelines in sight, change can be effectively put across. Change will call for phase after phase after phase until it comes. It is important to stick by it until it happens because when it does, despite the urge of backsliding or turnarounds, the change does stick (Kotter, 2002).