(HRCI Criteria: 16, 18)
Only 30% of change initiatives are successful. This track record is not admirable, but there are some answers and insights that can improve the percentages. In John Kotter’s eight step model, he states that 50% of change initiatives fail right away because there is no sense of urgency for each major audience. The status quo must be seen as absolutely unacceptable to employees (not management) for them to embark on an uncertain journey. And this is where the why behind the what comes in. If messaging just focuses on what to do, it will fail, as Simon Sinek has reminded us. It must address the reasons—or the why—the change must occur for each key audience and stakeholder group; and only then can the emotional aspects of change be properly addressed.
This session presents the eight Kotter accelerators and emphasizes that change is more about feelings than technical, rational factors. Tools and practical guidelines are presented. After participating in this session, participants will be able to:
• Identify the eight accelerators of change as defined by Kotter.
• Describe ways to improve Kotter’s first two accelerators.
• Recognize the emotional stages when encountering new situations or cultures.
• Discuss the two critical factors that can lead to more successful change projects.