Changes intended to boost quality or improve culture often produce luke warm or disappointing results. John Kotter maintains that many managers don’t realise that transformation is a process not an event and that it advances through stages that build on each other. He argues that working through each stage completely (not skipping them) and going steadily (not too fast) will increase your chances of success.

1.    Establishing a sense of urgency establishing the ‘crisis’ or the opportunity

2.    Forming a powerful guiding coalition establishing a small team with sufficient power to achieve the change

3.    Creating a vision to help direct the change and lever ways of achieving it

4.    Communicating the vision using every method possible and creatively including teaching new behaviours by example

5.    Empowering others to act on the vision getting rid of obstacles, changing habits & practices, encouraging non traditional actions, working with strengths and passions of others

6.    Planning for and creating short term wins gathering performance improvements, creating improvements, acknowledging and advocating improvements

7.    Consolidating improvements to produce still more change capitalising on success and credibility, encouraging, hiring and developing employees who can contribute to the vision; providing reinvigoration with new themes or projects

8.    Embedding new approaches articulating and sharing the connection between new behaviours and corporate success; developing sound succession for leadership