The model is a change management framework for undertaking major organisational change. It views the change process from the perspective of the organisation.
The steps/stages are:
1. A sense of urgency: A critical mass of employees at all levels who believe that change is absolutely essential must be created.
2. The guiding coalition: The coalition leading the change is based on trust, is driven by a shared goal, and is made of people with positional power, expertise and credibility from across the organisation.
3. Vision and strategy: The vision must be a combination of rational and emotional and should result from collaboration. It should be supported by clear reasoning.
4. Sufficient communication: The vision must be communicated clearly and repeated frequently through various channels; there must be opportunities for discussion and feedback. Leaders must live out the vision, set an example.
5. Employee empowerment: Employees need to feel they can contribute and make a difference. They should be supported with training, managerial support, etc.
6. Quick wins: These must be seized and publicised. They boost morale, minimise negativity, build goodwill, and allow for recognising those who contribute to making the change happen.
7. Consolidation: Sustaining and embedding change requires continued effort in the long term. Leaders must keep focusing on the changes made to ensure the organisation does not revert to the old ways of working.
8. Culture anchoring: Over time, change will be reversed by culture if the culture is not changed as well. Aspects of culture that can threaten the change must be addressed.
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