How to implement the Kotter 8-step change model

The Kotter model is implemented by following each step in order so teams can move through change with clarity, shared direction, and steady momentum. The list below explains the purpose of each step and how it supports a smooth transition and collaboration:

• Create urgency. Help people understand why the change is necessary right now. This often includes sharing data about risks, competitor pressure, or missed opportunities so teams feel motivated to act.
• Build a guiding coalition. Bring together individuals with authority, credibility, and relevant expertise. This group leads the effort, keeps attention on the change, and helps others stay aligned.
• Form a strategic vision. Describe the desired future state and how the organization will benefit from the change. A clear vision gives people direction and helps them understand why the work matters.
• Communicate the vision. Share the vision frequently and across different channels such as meetings, digital platforms, and internal updates. Regular communication keeps the message present in daily work.
• Remove obstacles. Identify and address barriers that slow progress. These may include outdated processes, unclear responsibilities, or missing resources. Removing obstacles helps people act with confidence.
• Generate short-term wins. Create early achievements that are visible and meaningful. These wins show that the change is working and help maintain motivation during longer transitions.
• Build on the change. Use early wins as a base for further progress. Continue refining processes, expanding improvements, and preventing the organization from slipping back into old habits.
• Anchor the change in culture. Integrate new behaviors and practices into everyday routines. When these behaviors become part of the culture, the change is more likely to last over time.