Updated 10/24/23 · Business Consulting Solutions LLC · All Rights Reserved Worldwide

the words "time for change" written on a street sign in front of a clock

Do you have to lead change in your organization? If so, you already know that leading an organizational change effort is a difficult process!

How do you lead change, overcome the resistance of employees and other stakeholders, and improve employee and organizational performance at the same time?

Change guru, John Kotter, once said the following about the difficulty of organizational change:

Needed change can still stall because of inwardly focused cultures, paralyzing bureaucracy, parochial politics, a low level of trust, lack of teamwork, arrogant attitudes, a lack of leadership in middle management, and the general human fear of the unknown. . . . In too many situations, the improvements have been disappointing and the carnage has been appalling, with wasted resources and burned-out, scared, or frustrated employees.

John and other gurus like Kurt Lewin were right! Leading organizational change is not easy.

Fortunately, it is not an impossible task either.  With thoughtful leadership and implementation, business professionals can tame the change beast.

In this series of articles, I will explain the psychology of change, the process for leading change, and strategies for reinforcing positive change.

Let's get started!

The Psychology of Change:

Video: Is Your Organization Ready for Change?

8 Reasons Why People Resist Change

Four Truths Leaders Should Know About Organizational Change

Five Strategies for Managing the Fear of Change

Leading Change (the process):

Video: Why Organizational Change Efforts Fail

Unfreeze, Change, Refreeze: Is This a Child's Game

Step 1: Create a Sense of Urgency

Step 2: Create the Guiding Coalition

Step 3: Develop a Change Vision and Strategy

Step 4: Communicate the Vision

Step 5: Empower Broad Based Action

Step 6: Generate Short Term Wins

Step 7: Consolidate Gains and Implement More Change

Reinforcing Change:

Step 8: Anchoring Change in the Culture

Three Change Management Lessons From the Dodo Bird