Kotter's Transformational Model

2111 Words9 Pages
When the change of the greatest challenges faced by various organizations in the management of the world; it is a modern necessity for the development of these organizations and continuity, and the transition from status quo to the future status desirable in order to increase their effectiveness, and this change to achieve its objectives should be planned according to specific strategy, with the participation of all staff of these organizations. Specialists and experts believe that the success of the change requires leaders to understand the process of change, and are able to implement it and install it so that it becomes a basic culture of the organization.
If we look at our reality we will realize that we need to discover these elements of
…show more content…
For the entrance of the transformational, the researchers argue that in the case of calm and stability in the organization be easy for the director leadership of his administration or his organization in a manner reciprocity leadership, any exchange of benefits between the manager and his staff, while not convenience of this method in the case of the instability of the organization and the need for change; because they will be needed to transformative entrance that is both more humane and attention to style the needs of staff and a more participatory and taking into account the ethical aspects, this entrance is seen leaders that they are taking the initiative to change and they implement it and have a clear future vision, as this approach depends on the four attributes enjoyed by the leaders are: charisma, and the inspirational motivation, intellectual stimulation, and individual…show more content…
Considering that training and readiness for change are the basis for effective change. This mechanism includes design model consists of three sections: the first is a general description of the ability to lead change, and this capability includes nine sub-capabilities, for example, respond and adapt to change, persuasion and influence and deal with the pressure. And it cares about the second part of this model dimensions of the three power (knowledge, understanding, and values), where knowledge means understanding and insight five important things: the organizational culture, change management, and the role of the leader in change, and the design of EDM, and emotional intelligence. The support of the change leadership skills mismatch: the skill of the facility, and the skill of feedback, and the skill of listening, and the skill of dumping and talk, and the skill of asking questions and the skill of negotiation. While the mean values and trends that include: emotional maturity, fairness, flexibility, integration, and reliability, and service orientation and

More about Kotter's Transformational Model

Open Document