Kotter's Five Stages Of Change

Register to read the introduction… Refreezing occurs when changes are modeled. People have started to grasp the idea. Refreezing fastens the changes into the company’s culture. (Lewin, 1939) Kotter indicates that many change initiatives fail because victory is declared too soon. Leaders should continue to improve. Improvement allows you to build upon what you’ve learned and further imbeds the system. What leaders can do at this time is analyze the wins and look for ways to improve, continue to create momentum by setting goals, learn new ways to improve and bring in new ideas. Lastly leaders must anchor the change into the company’s culture. Company culture is what determines what will get done. We must continue to model change in every area of the organization. Continuous support from the leaders enables the change to hold. Leaders can remind everyone of the accomplishments, incorporate the new ideas into new hire programs, recognize contributions from persons and replace positions when existing members move on. (Kotter, …show more content…
“Leadership styles for the five stages of radical change” (Reardon and Rowe, 1998) indicates that certain leadership styles are better suited for stages of change. The idea is to add upon Kotter’s model for change. By utilizing specific leadership types we can place appropriate people to lead specific stages of change. I believe this makes sense. People have definitive characters and abilities. The concept of the leader being suited to the task is found throughout leadership literature as far back as Plato. He argued that while it’s appropriate to turn to a physician to solve medical problems, a philosopher-king is needed to resolve problems of public policy. (Reardon and Rowe, 1998) Each stage of the process is different therefore it should require a leader capable of handling that process. By employing the right leader for the stage the odds of successful change