Change is an important factor that contributes to the success of an organization. However, achieving change can be challenging, and this means that a leader should make the entire process easy for everyone in the organization. This way it is easier to ensure that everyone on the organization adapts and without affecting their performance. The Kotlers model provides eight steps that can be used to ensure the change brings success (Moffet, 2003, p. 1). The Bolman and Deal's model, on the other hand, offers four frames which are crucial in ensuring the transition is successful. Lastly, Fullan's theory provides three stages that lead to successful development.
The three theories insist that leaders play a significant role in ensuring change is successful. They should be conversant with all that they intend to do, and they should have good execution plans. Secondly, they insist on the importance of everyone who is involved in the change. In this case, it is critical to ensure that everyone is aware of the changes that are taking place. Their support is crucial in making the entire process successful. It is, therefore, crucial to ensure they are motivated to handle the pressure that could result from the change.
Thirdly, behind every change, there should be goals which should be achieved. It is vital for one to have a vision and some of the successes they hope to accomplish by implementing the change. This way it is easier to monitor whether the change is bringing success or they do not have any impact. Lastly, it is crucial to insist on ensuring the transition becomes the culture, and everyone should cope with it. It is vital to ensure that monitor and ensure the entire process is successful.
Kotler's model insists on the importance of team building in ensuring that change is easily achieved (Langer, Alfirevic & Pavicic, 2017, p. 3). According to the theory, teams are easy to manage unlike dealing with individuals. Units provide an excellent platform to exchange ideas, and it creates a room for creativity, and it is easier to handle the challenges that come up. Lastly, it creates a sense of unity in the organization which is vital while undergoing such a transition. The model also highlights the importance of monitoring the progress of the process by focusing on short term wins. These wins are good indicators of how people are coping with change. This is an excellent way to know some of the areas that require improvements to achieve more. Bolman's model prioritizes the importance of considering political factors (Bolman & Deal, 2017). There can be conflicting interests between people and interest groups and different issues cause these. These issues could affect the change, and it, therefore, insists on the importance of partnering with such organizations to support the initiatives of the leaders. The decisions should be made through negotiations which should involve all the stakeholders.
As a leader, I would prefer the Kotler's model because I feel it is very inclusive and every stakeholder has a role to play in ensuring change is achieved. Teamwork is one of the factors that make people get involved, and this way they are motivated, and they are likely to put more effort into the change. This also creates openness among all the people involved, and this way they can pitch their ideas which could prove to be helpful. I believe allowing everyone to contribute makes it easier for the transition and adapting to the changes.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Langer, J., Alfirevic, N., & Pavicic, J. (2017). Organizational change in transition societies. Routledge
Moffet, (2003). Sustaining Change Fullan, Model: Hendrich.
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