Organizations that fail to change, eventually fail to exist. Threats to longevity can come from any source that ranges from market preferences to enacted legislation. Organizations must continue to adapt to changes and threats to be fruitful and thwart failure. Kotter’s Transformational Change Model helps formulate how change occurs and ensure that the change becomes embedded. Kotter’s Change Model has eight different stages that move the company through the process of change and into the solidification of change. The steps required to avoid stagnation include increasing urgency, building guiding teams, developing a vision, communicating, enabling action, develop short-term wins, continue pressure/urgency, and making the changes stay (Tanguay, Waltman& Defebaugh, 2011). The model seems to create a buzz in the workplace, sets social standards, creates small steps to enact and solidify the change. Staying power requires adjusting the metrics and performance needs of the organizat
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