Kotter's eight phases of change Most strategy involves change in search of more success. It follows that the ability to make changes to organisations is of strategic importance. It is pointless creating a wonderful strategy if the strategy cannot be put into action. This is one approach to making changes. 1. Establish sense of urgency 2. Create coalition 3. Develop clear vision 4. Share vision 5. Empower people to clear 6. Secure short-term wins 7. Consolidate and keep moving 8. Anchor How to use? There are many change models that follow more or less the same steps. They start with trying to do something to unfreeze the status quo and end by freezing the organisation so that it follows the new desired pattern. In Kotter's model there are eight steps. You start by establishing a sense of urgency based on potential crises and opportunities and then create a coalition with the credibility to lead change efforts. A clear vision is developed and then shared with people who are empowered to clear any obstacles in their way. To build further belief in the strategic vision, highly visible short- term wins are sought. Further changes are made and consolidated in order to keep momentum building. At some point, particular changes are anchored to prevent them regressing back to the way they were.