Kotter's eight key themes

Communicating the Vision

The existence of the vision itself is not a guarantee for the success of the change process . What determines success is how the message of the vision was passed on to the employees . Kotter points out that frequent communication of the vision accounts for how the employees will support it . Accordingly , Ivancevich , Konopaske and Matteson connect these sentiments by highlighting that the organization behavior that can yield an effective management is rooted in how the vision is used to solve problems as well as make decisions that affect the

running of the organization

Significantly , communicating the vision should be in the paradigm of psychological reinforcement where employees who follow the vision are rewards to encourage the commitment of all in working towards the vision . It is clear that without coherent and concise communication , the minds as well as the hearts of employees get far away from the change process . Communication should therefore be effected through openly demonstrating the kind of behavior that you need form others , address their concerns as well as anxieties , applying the vision in almost all operation of the organization and unquestionably leading by the example (Ivancevich , Konopaske and Matteson , 2007

Recognize and Remove Obstacles that may impede the Change process

Obstacles take many sizes and shapes . Such challenges can be organizational structures or worker 's performance . No matter the obstacle , kotter captures the sentiments of Ivancevich , Konopaske and Matteson in their book by explaining that change managers should identify these barriers wherever and whenever they occur . In the organizational behavior and management , Kotter (1996 ) explores that leading a change process building a process that is multidimensional and is approached from all levels of the organizations . Barriers to change process should be located from the facet of anyone trying to resist change and putting...