Which of the following is NOT a step included in the 8-step change model?

Which of the following is NOT a step included in the 8-step change model?

• A. Communicate a vision
• B. Create short term wins
• C. Develop performance metrics
• D. Remove barriers to change

Answer: (C)

The answer is accurate because the 8-step change model, developed by John Kotter, outlines a specific sequence of steps aimed at managing organizational change effectively. The steps focus primarily on fostering a sense of urgency, forming coalitions, creating a vision, and ensuring that the change is established and maintained throughout the organization. In this context, "Develop performance metrics" is not one of the steps included in Kotter's model. While measuring performance is essential in any change initiative, the model itself does not specifically include a step dedicated to developing these metrics. Instead, the steps emphasize creating a vision for the change, communicating that vision, generating short-term wins, and removing barriers to facilitate the change process. These elements are crucial to securing buy-in from stakeholders and ensuring successful implementation. This understanding of the model makes it clear that while performance metrics are important, they do not constitute a formal step within Kotter's structured approach. The focus is more on the psychological and structural shifts necessary to achieve lasting change.

The answer is accurate because the 8-step change model, developed by John Kotter, outlines a specific sequence of steps aimed at managing organizational change effectively. The steps focus primarily on fostering a sense of urgency, forming coalitions, creating a vision, and ensuring that the change is established and maintained throughout the organization.

In this context, "Develop performance metrics" is not one of the steps included in Kotter's model. While measuring performance is essential in any change initiative, the model itself does not specifically include a step dedicated to developing these metrics. Instead, the steps emphasize creating a vision for the change, communicating that vision, generating short-term wins, and removing barriers to facilitate the change process. These elements are crucial to securing buy-in from stakeholders and ensuring successful implementation.

This understanding of the model makes it clear that while performance metrics are important, they do not constitute a formal step within Kotter's structured approach. The focus is more on the psychological and structural shifts necessary to achieve lasting change.