Kotters 8 Step Model Guide For Leading Change CM CD

Slide 1: The slide introduces KOTTER'S 8-STEP MODEL: Guide for Leading Change. State your Company name.
Slide 2: This is an Agenda slide. State your agendas here.
Slide 3: The slide introduces the 8-step process for leading change with a message to readers.
Slide 4: The slide displays Table of contents for presentation.
Slide 5: The slide again represents Table of contents further.
Slide 6: This slide defines the successful change management process, which involves careful planning, preparation, execution, monitoring, and evaluation.
Slide 7: This slide continues the successful change management process, which involves careful planning, preparation, execution, monitoring, and evaluation.
Slide 8: This slide shows the steps of a successful change management process, which involves careful planning, preparation, execution, monitoring, and evaluation. It includes details related to how by following these steps and understanding the benefits, organizations can navigate transitions effectively, ensuring minimal disruptions and enhanced employee engagement.
Slide 9: This slide defines the importance of the change management process, which involves careful planning, preparation, execution, monitoring, and evaluation.
Slide 10: This slide continues the importance of the change management process, which involves careful planning, preparation, execution, monitoring, and evaluation.
Slide 11: This slide defines Kotter’s 8-step change model empowering organizational change and digital innovation.
Slide 12: This slide defines Kotter’s 8-step change model empowering organizational change and digital innovation.
Slide 13: This slide defines the advantages of Kotter's 8-step change model, empowering organizational change and digital innovation.
Slide 14: This slide defines the disadvantages of Kotter’s 8-step change model that is used for empowering organizational change and digital innovation.
Slide 15: The slide renders Title of contents further.
Slide 16: This slide highlights the principles of Kotter’s 8-step change model, empowering organizational change and digital innovation.
Slide 17: This slide defines the creation of a sense of urgency that marks an inaugural step in the Change Management Process (CMP).
Slide 18: This slide illustrates the importance of urgency in the Change Management Process (CMP).
Slide 19: This slide depicts the methods for establishing urgency in the change management process (CMP).
Slide 20: This slide describes the first step in Kotter’s 8-Step Change Model.
Slide 21: This slide continues the first step in Kotter’s 8-Step Change Model.
Slide 22: The slide renders Title of contents further.
Slide 23: This slide defines the process of forming a guiding coalition as a critical step in Kotter's 8-Step Change Model.
Slide 24: This slide covers information about the guiding coalition as a group of people who are committed to leading change in an organization.
Slide 25: This slide illustrates the guiding coalition as a group of people who are committed to leading change in an organization.
Slide 26: This slide defines the case study illustrating the impact of a strong coalition on the change management process.
Slide 27: The slide depicts Title of contents which is to be discussed further.
Slide 28: This slide defines a well-defined strategic vision that serves as the guiding source in change management efforts.
Slide 29: This slide represents the significance of forming a strategic vision within Dr. John Kotter's change management process.
Slide 30: This slide defines how a well-defined strategic vision can serve as the guiding light for change management efforts.
Slide 31: This slide continues how a well-defined strategic vision can serve as the guiding light for change management efforts.
Slide 32: This slide covers the details related to the example justifying the significance of forming a strategic vision and initiatives.
Slide 33: The slide demonstrates Title of contents further.
Slide 34: This slide defines the points covered in the change communication strategy within Dr. John Kotter's change management process.
Slide 35: This slide displays the ten principles of change management communication within Dr. John Kotter's change management process.
Slide 36: This slide illustrates the matrix representing change management communication tools within Dr. John Kotter's change management process.
Slide 37: This slide specifies the different communication channels that are in direct control of managers and leaders.
Slide 38: This slide defines implementing a change management communication plan that is a crucial step in successfully navigating organizational transitions.
Slide 39: This slide illustrates how the communication methods, messages, senders, and frequency might be tailored to different internal and external stakeholders.
Slide 40: The slide renders Title of contents further.
Slide 41: This slide defines that implementing significant organizational changes often encounters resistance from employees.
Slide 42: This slide highlights that change initiatives are essential for organizational growth and adaptation.
Slide 43: This slide defines that Implementing effective change management involves a holistic approach that addresses various aspects of human behavior.
Slide 44: The slide renders Title of contents which is to be discussed further.
Slide 45: This slide defines how generating short-term wins within a change management initiative plays a crucial role in ensuring its success.
Slide 46: This slide highlights the benefits of generating short-term wins within a change management initiative that plays a crucial role in ensuring its success.
Slide 47: This slide defines how generating short-term wins within a change management initiative plays a crucial role in ensuring its success.
Slide 48: This slide depicts the importance of maintaining employee engagement and interest in change initiatives with techniques such as short-term wins.
Slide 49: This slide outlines an example of a short-term win in an organization's change management initiative.
Slide 50: The slide renders Title of contents further.
Slide 51: This slide defines the key concepts of sustaining change as a continuous process.
Slide 52: This slide represents the key concepts of sustaining change as a continuous process.
Slide 53: This slide covers the details related to continuous change essential for organizational transformation.
Slide 54: This slide depicts the details related to the continuous change model that is essential for organizational transformation.
Slide 55: This slide defines the sustaining acceleration in change management involves consistently reinforcing the change vision, etc.
Slide 56: This slide displays the steps adopted in sustaining acceleration in change management.
Slide 57: The slide shows Title of contents further.
Slide 58: This slide defines that the change initiatives are not just about implementing new processes; they require a fundamental shift in behaviors and attitudes.
Slide 59: This slide represents the final phase of Kotter’s 8-step change model focusing on solidifying the changes made and ensuring their longevity.
Slide 60: This slide defines the human resource department’s role in the culture change of a workplace that is ongoing and driven by factors.
Slide 61: This slide continues the human resource department’s role in the culture change of a workplace that is ongoing and driven by factors.
Slide 62: This slide defines that changing organizational culture is a complex and challenging process.
Slide 63: This slide highlights the HR’s involvement in organizational culture change that is crucial for business success.
Slide 64: The slide renders Title of contents further.
Slide 65: This slide defines the real-world examples of companies that failed to understand the first step in Kotter’s 8-Step Change Model.
Slide 66: This slide continues the real-world examples of companies that failed to understand the first step in Kotter’s 8-Step Change Model.
Slide 67: This slide again shows the real-world examples of companies that failed to understand the first step in Kotter’s 8-Step Change Model.
Slide 68: This slide covers the details related to the case study on the significance of forming a strategic vision and initiatives.
Slide 69: This slide defines how companies are initiating change communication as a key factor in the success of change management.
Slide 70: This slide highlights the case study on removing barriers to change as a key factor in the success of the change initiative.
Slide 71: This slide defines the case study on Kotter’s 8-step change model empowering organizational change and digital innovation.
Slide 72: This slide continues the case study on Kotter’s 8-step change model empowering organizational change and digital innovation.
Slide 73: This slide shows all the icons included in the presentation.
Slide 74: This slide is titled as Additional Slides for moving forward.
Slide 75: This is Our Target slide. State your targets here.
Slide 76: This is an Idea Generation slide to state a new idea or highlight information, specifications etc.
Slide 77: This slide depicts Venn diagram with text boxes.
Slide 78: This slide presents Roadmap with additional textboxes.
Slide 79: This is a Timeline slide. Show data related to time intervals here.
Slide 80: This is a slide with address, contact numbers and email address.