What Is the Kotter Model?
The Kotter Model, also known as John Kotter’s 8-Step Change Model, was developed by Harvard Business School professor Dr. John Kotter and is a widely recognized eight-step process designed to help organizations implement successful change. This model is built on the premise that change is a complex process that requires careful planning and execution. The eight steps are:
- Create Urgency
- Form a Powerful Coalition
- Create a Vision for Change
- Communicate the Vision
- Empower Broad-based Action
- Generate Short-term Wins
- Consolidate Gains and Produce More Change
- Anchor New Approaches in the Culture
How Do You Use Kotter’s 8 steps?
Kotter’s 8-step model is a sequential guide for implementing successful organizational change. Here’s how to effectively use each step:
- Create a Sense of Urgency: Don’t just say change is needed. Gather data, present clear problems, and showcase potential consequences of inaction. Highlight the benefits of the change to build excitement.
- Form a Powerful Guiding Coalition: Assemble a diverse team with leadership skills, influence across departments, and a genuine belief in the change. This group will champion the initiative and navigate challenges.
- Develop a Vision and Strategy: Craft a clear picture of the desired future state that’s inspiring and easy to understand. Develop a realistic roadmap with actionable steps to achieve the vision.
- Communicate the Vision: Clearly and consistently communicate the vision and strategy through various channels. Use town halls, emails, and informal interactions to answer questions and address concerns.
- Empower Employees for Action: Identify and remove roadblocks that hinder employee participation. Provide training, resources, and clear expectations to enable employees to contribute effectively.
- Create Short-Term Wins: Celebrate even small victories early on. Recognize and reward individuals and teams who achieve milestones. These wins generate momentum and keep people engaged.
- Consolidate Gains and Produce More Change: Analyze what’s working and refine the approach based on learnings. Leverage early wins to build momentum for further transformation in the organization.
- Anchor New Approaches in the Culture: Integrate the successful changes into the organization’s values, behaviors, and performance metrics. This ensures the changes become the new normal and are sustained over time.
Why the Kotter Change Model Is Still Relevant Today
Despite being introduced in the 1990s, Kotter’s 8-Step Change Model remains highly relevant in today’s rapidly evolving business landscape. With organizations navigating digital transformation, hybrid work models, and cultural shifts, structured change frameworks are more crucial than ever. Kotter’s model provides a clear, people-centric roadmap that addresses both the emotional and strategic aspects of change. Its emphasis on leadership alignment, employee empowerment, and cultural integration makes it particularly effective for modern change management initiatives. As companies strive for agility, the Kotter Model helps ensure change is not only implemented—but embraced and sustained.
Common Challenges When Applying the Kotter Model
While powerful, the Kotter Model is not without implementation challenges. One common pitfall is failing to establish a genuine sense of urgency, which can stall momentum from the start. Another is assembling a guiding coalition that lacks authority or cross-functional influence, limiting organizational buy-in. Overcommunicating the vision without tangible follow-through may also result in disengagement. Additionally, skipping short-term wins can demotivate teams and weaken support. Understanding these common obstacles allows change leaders to anticipate resistance, adjust tactics, and ensure that each step is executed with intentionality and clarity.
Comparing Kotter’s Model to Other Change Management Frameworks
Kotter’s model is one of several popular frameworks used for guiding organizational change. Compared to Lewin’s Change Management Model (Unfreeze–Change–Refreeze), Kotter’s 8-step process provides a more detailed and dynamic roadmap, especially suited for large-scale or complex changes. The ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement) focuses more on individual behavior and employee engagement, while Kotter emphasizes the broader organizational process and leadership alignment. Understanding how Kotter’s model compares helps businesses choose the right approach—or even combine frameworks—for their specific change initiatives.
