Kotter's 8-Step Process Analysis

MCFM

In our final paper I am asked to think of an organization that I am familiar with and diagnose the need for change and present a plan to transform the organization, utilizing Kotter’s 8-Step Approach. The company that I am familiar with and have worked for in the past is the Montgomery Center for Family Medicine located in Greenwood, SC. Montgomery Center for Family Medicine is the Residency Program for Self Regional Healthcare. Self Regional Healthcare has been named and given the award for Great Workplace Award 2008-2012 for the fifth consecutive year by Gallup®. I worked for this organization from 2006-2011. I am familiar with this company because I worked there for five years. Kotter’s 8-Step Approach “provides awareness,

Kotter and it is said to be one of the most widely used planning methods. On the Kotter international website it is said that “Over decades, Dr. Kotter observed the behavior and results of hundreds of organizations and thousands of leaders at all levels when they were trying to transform or execute their strategies. He identified and extracted the success factors and combined them into a methodology, the 8-Step Process. He then founded a firm of experts, Kotter International, to implement the approach across a diverse range of organizations” Kotter International. (2014).

Below I will be identifying Kotter’s 8-Step approach and at the same time I will be diagnosing the need for change and present a plan to transform the organization. They are as follows.

Establish a Sense of Urgency: is the “Craft and use a significant opportunity as a means for exciting people to sign up to change their organization” (Kotter International 2014). in our text it said “Kotter argued that large change plans generally fail if there is not a sense of urgency created and realized first. The sense of urgency refers to the "pressing importance" of action needed to address critical issues...now (Kotter, 2008). (Weiss 2012). One of the most critical things MCFM needs to have a sense of urgency about is treating their employees better. There is a huge turnover rate within the office staff and nurse staff. I am a witness to the hard feelings and resentment towards

According to Kotter, the second stage of planning change is to “form a powerful guiding coalition by assembling a group with enough power to lead the change effort and encourage the group to work as a team. The team can consist of top-level officers and/or involve other key influential people in the organization” (Weiss 2012). It is said that if you “Convince people that change is necessary. This often takes strong leadership and visible support from key people within your organization. Managing change isn 't enough – you have to lead it” Kotter 's 8-Step Change Model. (2014). MCFM is a place where their employees need to be happy with their job and feel they are valuable. What a lot of companies fail to realize is that keeping the customers happy is top priority but there have to be people in place to do