Most change efforts don’t fail because the strategy was wrong.
They fail because people never bought in.
You can have the best plan on paper… but if your team isn’t aligned, engaged, and clear on the “why”.. well nothing moves 🙃
That’s why the Kotter’s Model hits so hard.
It doesn’t just throw buzzwords around. It gives you a human-centered roadmap for leading real, lasting change.
Here’s how I think about it:
Part 1: Create the right climate
✅ First, you’ve got to wake people up. Help them feel the urgency. Not just see the numbers.
✅ Then, pull together your change crew. Not just leaders with titles, but people who actually care.
✅ Get clear on where you’re headed and why. A fuzzy vision never moves hearts.
Part 2: Engage & enable others
✅ Find your early adopters. The believers who will run through walls with you.
✅ And for the love of momentum… make it easy. Kill the blockers, reduce the friction.
✅ Celebrate wins early and often. Small wins build big trust.
Part 3: Implement & sustain
✅ Don’t slow down once things start working. That’s when most teams get comfortable and lose steam.
✅ Finally, anchor the change. Bake it into culture, habits, and systems.
In my experience, most teams struggle somewhere between getting buy-in and keeping momentum. That’s where change dies.
If you’re leading change right now, don’t just focus on the strategy. Focus on the people going through it.
That’s where the real leverage is.
What’s the hardest part of leading change in your world right now? Anyone going through a rough PMS change? 😅
#Leadership #ChangeManagement #Culture #BusinessTransformation #TeamAlignment #GrowthMindset #OrganizationalDevelopment
