So here we are on Kotter’s eighth step “Institutionalise the new approaches”. What does he mean by this?

Well, your “As Was”  organisation had structures, personnel practices, reward and recognition systems and lots of other processes and systems that were designed for the old world. Unless these are changed there is likely to be a tendency to regress and to slip back into the old ways.

The last part of this phase of your change program must be to ensure that the support processes in your organisation reinforce the new ways of doing things and work against the old ways of doing things. Continue to articulate the benefits of the new status quo and work relentlessly to embed new habits throughout the organisation.

Remember those people who were critical in helping move you forward? Make sure that their commitment and drive is rewarded, after all, they are the very people that you may need to your next significant organisational change.

Nobody ever said that change was easy, at least nobody who was ever involved in it said so. But having John Kotter’s eight steps in mind you stand a much better chance of being effective in your change program, but always remember that there are a planning tool not a tool for producing a plan. Good luck in all your efforts and watch out for the next series on change leadership.