Kotter's Steps 1 and 2
Krisanna N Hall
Southern New Hampshire University
OL-663: Leading Change
Dr. Giannoni
September 11, 2022
Create Urgency
The first step to developing a sense of urgency for this case will be to determine the
root cause of the problem and quickly identify beginning stages of a corrective action, this
starts with raising the concern of the outcomes if the organization continues to perform this
way. By asking the right questions and being transparent with the team and stakeholders,
Alaska Airlines was able to quickly identify the problem and create the sense of urgency to
influence a change.
A thorough assessment should be conducted that reviews the organization from top to
bottom to identify any other potential threats that can be identified and addressed as a factor
to the overall larger issue the organization is facing, with this data we can encourage the
stakeholders to develop a sense of urgency (Kotter, 2017).
The processes that currently exist for implementing change first come to mind with the
metrics mindset by Minicucci, where the report cards were implemented as a practice to
record and track operations metrics, using a method such as this to implement and track the
change we are seeking would allow us to develop goals that are measurable and attainable. It
also allows the opportunity for areas to be held accountable to the goals they set for
themselves and allows a visual representation on improvements that need to be made (Avolio
et al., 2015).
The strategy that would be used to get support from my employees would be to
incentivize the efforts contributed towards this organizational change. I would seek to provide
bonuses for the key players in implementing the strong areas of change, standardize pay and
ensure we are most competitive in benefits and pay. A deeper strategy to this would be to use
research to look ahead 5 years and use a demonstration model to show the employees what the
state of the business would be with, and without the change. I believe these methods would be
effective for simple reasons, employees like to feel as though their organization values them,
and the most effective way to show that is through incentivizing. Further, showing the future
state of the company with and without change would allow the employees to see what their
change effort would go towards and benefit.
Build a Guiding Coalition
In order to be successful in this change effort, a strong team needs to be identified in a
guiding coalition. Since this is a multi-layered issue, this should be a multi-layered support
structure, it is imperative that multiple levels of leadership and below is involved in this
change. I believe at minimum, 2 leaders with a 10-year tenure, 2 managers with a 5 year
minimum, and 2 informal leaders with a 2 year minimum tenure should be involved in leading
this change. I believe this wide variety of individuals would be able to bring history of the
company and troubles,