Kotters' 8 Steps for Change Teague for Funding Healthcare for Older Adults
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in partial fulfillment of EDLT 721, Dr. Paul Sparks, Professor
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Kotters' 8 Steps for Change Teague for Funding Healthcare for Older Adults
- 1. Kotter’s 8-Steps for Leading Change Helen Teague, M.Ed. EDLT 721 Dr. Paul Sparks
- 2. 2 Kotter’s Model for Leading Change 1. Establish A Sense of Urgency 2. Create a Unified Guiding Coalition 3. Develop and Reinforce the Vision 4. Communicate the Change Vision 5. Empower and Remove Barriers 6. Generate Short Term Wins 7. Model the Way-Prototype the Change 8. Incorporate and Connect Changes into Culture - John P. Kotter, Leading Change (1996).
- 3. 3 1. Establish a Sense of Urgency • 10,000 people turn 65 or older every day • In 2010, the 65-74 age group (20.8 million) was 10 times larger than in 1900. • 10-12 million older Americans are in need of long-term medical care. • No national strategy exists to finance and provide long-term care in the U.S. • Social Security funds set to expire in 2033
- 4. 4 1. Establish a Sense of Urgency (con’t) • In 2013, Older Adults received the lowest COLA paid in the past decade (1.7%) • Older Adults have lost 34% of their purchasing power • 15 million people currently provide unpaid care for which averages 25 hours per week
- 5. 5 2. Create the Guiding Coalition Among My Dream Team… • TREA Senior Citizens League (TSCL) • Dr. Shaun Casey, Special Advisor to Secretary of State John Kerry • Judy Feder, Professor of Public Policy, Georgetown Public Policy Institute, Former Staff Director of the Pepper Commission • Grace-Marie Turner, President, Gallen Institute • Katherine Hayes, Director of Health Policy at the Bipartisan Policy Center • Howard Gleckman, Author of Caring for Our Parents
- 6. 6 3. Develop a Change Vision • Allow employees to add parents to their company insurance policies. • Allow family members to deduct expenses for parents’ supplemental insurance coverage • Allow family members to deduct all or part of expenses for home health workers and home health caregivers.
- 7. 7 4. Communicate the Change Vision • Communicate the 3-part change vision using every forum, both formal and informal • Communicate via digital media • Communicate via social media • Communicate via grassroots and special interest groups • Educate members of Congress
- 8. 8 5. Empower Action • Plan and Encourage faith-based and community events • Plan an exhibit “Images of Aging” for inclusion in the Library of Congress collection • Encourage similar contests and exhibits • Lobby for tax credits and deductions.
- 9. 9 6. Generate Short-term Wins • Constant newsfeed of increased efforts and wins from Step 5 • Reward change agents • Help fine-tune the vision and strategies • Continue research and financial forecasts • Build Keep employers in the loop • Publicize inter-generational events • Lead and reflect gratitude
- 10. 10 Stages of Adoption Adoption Over Time Laggards 100% 0% Everitt M. Rogers, Diffusion of Innovations (1983).
- 11. 11 7. Consolidate Gains / Prototype the Change • Encourage Guiding Coalition Leadership, special interest groups, lobbyists to clarify the vision and keep urgency up • Continue to educate the public through university schools of gerontology, conferences, conventions • Eliminate barriers • Encourage ombudsmen
- 12. 12 8. Incorporate and Connect Changes into Culture • Culture change comes last, not first • Continue to focus on the 80 million-member Baby Boomer, active older American • Challenge perception of the frail older American • Look to models such as social insurance and community-based models.
- 13. 13 “In times of change, all norms and customs that people count on are stripped away. .. Communication fills that gap.” -Tim Coan
Hinweis der Redaktion
- Ensuring there is a powerful group, with the appropriate leadership skills, credibility & authority to guide the change processOne person cannot champion a change program by him or herself. A steering committee/coalition should be formed.Mobilize leaders who are focused, committed, enthusiastic &know the way, what, and how of the changemodel the right behaviorhold themselves and others accountable for resultsHow do you chose, SKILLS AND ATTRIBUTESWhat kindsAsk questions of whole group Power and influenceLeadershipDiversityExpertiseCredibilityWhose cooperation do I need?Whose compliance do I need?Whose opposition would keep me from accomplishing my work?When communicating, try to see the world from their perspective
- Creating a picture of the future & how it will be different from the past What are the characteristics of a good vision?Ask group as a whole to call out:Compelling, motivating picture of the futureClear, challenging and achievable Vision must describe the key behavior required in the future state so that strategies and performance metrics can be created to support the visionWhat is our current reality?What is our future reality?What is the roadmap to get there?
- Everitt M. Rogers, Diffusion of Innovations (1983).
- Training Activity: Under each one of Kotter’s changes steps write an “I will” statementDr. Kotter’s Change Phases model (1990) suggests that there are eight reasons why change management might fail. …Because the manager or team leader: Allowed too much complexityFail to win support from staffDo not have a clear visionFail to communicate the vision to stakeholdersAllow obstructions to the visionDid Not Establish a Great Enough Sense of UrgencyFailed to Create a Powerful, Unified Guiding CoalitionLack of a VisionUnder-communicating by a Factor of TenNot Removing Obstacles to the New VisionNot Planning for and Creating Short Term WinsDeclaring Victory Too SoonNot Anchoring Changes in the Company’s Culture