{"id":3851,"date":"2022-02-11T17:35:04","date_gmt":"2022-02-11T09:35:04","guid":{"rendered":"https:\/\/blog.visual-paradigm.com\/id\/?p=3851"},"modified":"2022-11-29T14:17:22","modified_gmt":"2022-11-29T06:17:22","slug":"kotters-eight-steps-to-change-management","status":"publish","type":"post","link":"https:\/\/blog.visual-paradigm.com\/id\/kotters-eight-steps-to-change-management\/","title":{"rendered":"Delapan Langkah Kotter Untuk Mengubah Manajemen"},"content":{"rendered":"

pengantar<\/span><\/span><\/span><\/h3>\n

John Kotter, seorang profesor di Harvard Business School, telah mempelajari banyak perusahaan yang berhasil menerapkan perubahan dalam organisasinya.\u00a0Ini membuatnya mengembangkan model delapan langkah umum yang dapat diikuti oleh organisasi lain untuk membuat perubahan.\u00a0Dia menggambarkan proses perubahan delapan langkahnya dalam bukunya, Leading Change.<\/span><\/p>\n

Meskipun digambarkan sebagai model manajemen perubahan dan kepemimpinan perubahan, perlu dicatat bahwa delapan langkah Kotter terkait erat dengan perencanaan perbaikan.\u00a0Kecenderungan manusia terhadap rutinitas berarti bahwa perubahan adalah keinginan sadar untuk memperbaiki sesuatu atau kebutuhan untuk menyesuaikan diri dengan keadaan yang berubah.<\/span><\/p>\n

Model 8 langkah Kotter<\/span><\/span><\/h3>\n

8 langkah Kotter efektif untuk mengelola proyek individu atau peningkatan proses, atau perubahan level, tetapi tujuannya adalah untuk menciptakan budaya perubahan yang lebih luas untuk seluruh organisasi.\u00a08 langkah Kotter adalah:<\/span><\/p>\n

<\/p>\n

EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n

    \n
  1. Ciptakan rasa urgensi: Langkah pertama berfokus pada bagaimana memotivasi orang untuk menyadari pentingnya perubahan.\u00a0Ciptakan rasa urgensi sehingga orang memahami bahwa mereka perlu mengambil tindakan sekarang.\u00a0Sorot tujuan program dan tunjukkan bagaimana mereka akan bermanfaat bagi tim atau organisasi.<\/span><\/li>\n
  2. Susun tim kepemimpinan: Bangun tim kepemimpinan yang kuat dan berwibawa untuk mendorong perubahan, yang akan menjadi duta inisiatif perubahan.<\/span><\/li>\n
  3. Rancang strategi visi: Kembangkan strategi dan komunikasikan ke kelompok yang lebih besar.\u00a0Kami membahas strategi tingkat sangat tinggi, tetapi sekarang strategi perlu didefinisikan dengan cara yang lebih rinci dan ringkas, menciptakan inisiatif khusus untuk mencapai tonggak kecil yang secara kolektif akan memandu organisasi menuju tujuan akhirnya.<\/span><\/li>\n
  4. Berkomunikasi dalam skala besar: Komunikasikan strategi dan inisiatif ke organisasi yang lebih luas.\u00a0Tujuannya adalah untuk mengomunikasikan rencana dan mendapatkan konsensus sehingga orang-orang setuju dengan perubahan tersebut.\u00a0Rekrut orang untuk membantu mewujudkan perubahan ini;\u00a0ada kekuatan dalam jumlah.<\/span><\/li>\n
  5. Hilangkan penghalang untuk berubah: Sangat mudah kehilangan momentum saat Anda menghadapi rintangan.\u00a0Untuk mencapai tujuan dan inisiatif, setiap hambatan untuk kemajuan perlu dihilangkan.<\/span><\/li>\n
  6. Kumpulkan kemenangan jangka pendek: Penting untuk menunjukkan kemenangan kecil di sepanjang jalan.\u00a0Kemajuan yang jelas dan kesuksesan yang sering akan terus memotivasi tim.\u00a0Berhasil menyelesaikan inisiatif kecil bergabung untuk berhasil mencapai tujuan akhir.<\/span><\/li>\n
  7. Memfasilitasi perubahan yang lebih dalam: Mencapai kemenangan jangka pendek adalah satu hal, tetapi tujuan sebenarnya adalah membuat kemajuan yang konsisten menuju tujuan jangka panjang organisasi.\u00a0Fokus pada kemenangan berulang.<\/span><\/li>\n
  8. Integrasikan hasil ke dalam budaya: Tempatkan perubahan dalam budaya perusahaan.\u00a0Terus bekerja untuk memastikan bahwa perubahan diterima dan dilihat sebagai peluang bagi seluruh perusahaan.\u00a0Ini membuat rencana strategis baru lebih mudah dicapai, menciptakan organisasi yang lebih gesit.<\/span><\/li>\n<\/ol>\n

    Lebih Banyak Model Perubahan 8-Langkah Kotter (Templat dan Contoh)<\/span><\/span><\/h3>\n

     <\/p>\n

    <\/p>\n

    EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n

    <\/p>\n

    EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n

    <\/p>\n

    EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n

    <\/p>\n

    EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n

    <\/p>\n

    EDIT TEMPLATE MODEL PERUBAHAN 8 LANGKAH KOTTER INI<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

    John Kotter, a professor at Harvard Business School, has studied many companies that have successfully implemented change in their organizations. This led him to develop a common eight-step model that other organizations can follow to make change. He describes his eight-step change process in his book, Leading Change. Although described as a model for change management and change leadership, it is worth noting that Kotter’s eight steps are closely related to improvement planning. The human tendency toward routine means that change is a conscious desire to improve things or the need to adapt to changing circumstances.<\/p>\n","protected":false},"author":1,"featured_media":4009,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[38,26],"tags":[],"class_list":["post-3851","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management","category-infographics","loop-entry","clr"],"yoast_head":"\nDelapan Langkah Kotter Untuk Mengubah Manajemen - Visual Paradigm Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.visual-paradigm.com\/id\/kotters-eight-steps-to-change-management\/\" \/>\n<meta property=\"og:locale\" content=\"id_ID\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Delapan Langkah Kotter Untuk Mengubah Manajemen - Visual Paradigm Blog\" \/>\n<meta property=\"og:description\" content=\"John Kotter, a professor at Harvard Business School, has studied many companies that have successfully implemented change in their organizations. This led him to develop a common eight-step model that other organizations can follow to make change. He describes his eight-step change process in his book, Leading Change. Although described as a model for change management and change leadership, it is worth noting that Kotter's eight steps are closely related to improvement planning. 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