“Typically, organizations have trained managers in change process models rather than change implementation frameworks. Given the track record for failed change interventions, there is an opportunity for organizational development professionals to provide effective guidance through the application of a comprehensive change implementation model . . .”

Improving Change
Implementation
Practical Adaptations of Kotter’s Model
By Nicole Stragalas

Introduction
While it is common for corporate management training programs to provide examples of change process models, discussion of change implementation models is infrequent. Given the high percentage of failed change management efforts, it is essential for corporations to direct more attention to the specifics of change execution. Managers would also benefit from the review of broad-scale organization approaches, rather than primarily focusing on process models at the individual level, where the emphasis is on employee reaction rather than practical execution of specific steps. One comprehensive implementation model, developed by John
Kotter, offers clear guidance for large-scale change management efforts. While the
Kotter framework is more closely related to organizational behavior, in that it targets macro-level organizational theory, it is also appropriate as an organizational development tool, providing a three-dimensional linkage between individuals, groups, and the organization.
Although Kotter’s work has been validated through significant research and is a staple component in graduate management programs, the seemingly limited use of the model to guide many corporate change initiatives suggests there are gaps in translation. A cursory examination of recent research into successful change management interventions may provide information that would expand and clarify
Kotter’s