Kotter’s 8 Steps for Leading Change

Use this proven framework alongside the insights in the Warning Signs or Audience Unlocked reports to ignite bold, strategic transformation at your organization.

The Kotter Framework

John Kotter is one of the most influential thought leaders in the field of organizational change. A Harvard Business School professor emeritus and the author of Leading Change, he created the 8-Step Process for Leading Change—a framework that has been adopted by organizations around the globe to successfully implement and sustain transformative initiatives.

Kotter’s work focuses on the human side of change—understanding how people respond to shifts and how leaders can guide their teams to embrace and execute bold new strategies. His insights into managing resistance, creating alignment, and building momentum are invaluable for leaders navigating complex challenges.

A Guide to Meaningful Change

Kotter’s 8-Step Process is practical, easy to understand, and widely applicable. Unlike abstract theories, his model is grounded in real-world experience, offering a step-by-step approach to overcome barriers to change and achieve long-term success. It is particularly useful for:

  • Creating urgency around key issues.

  • Gaining buy-in from stakeholders.

  • Aligning diverse teams toward a shared vision.

  • Embedding change into organizational culture.

Navigating Change in the Arts

The arts sector faces unique challenges: shifting audience behaviors, declining participation, and the pressure to innovate in an increasingly digital world. These challenges demand bold action—but meaningful change often meets resistance.

Kotter’s framework provides arts leaders with the tools to turn data-driven insights, like those in the Warning Signs and Audience Unlocked reports, into actionable strategies. It bridges the gap between understanding the trends and driving the conversations, decisions, and initiatives needed to thrive in today’s cultural landscape.

The 8 Steps to Change

  • Change starts with urgency. Without it, stakeholders will not feel motivated to act. Use the data from Warning Signs or Audience Unlocked to illustrate the critical need for change in your organization.

    Application:

    • Share key statistics or trends from the industry and from your own organization to spark awareness.

    • Highlight the risks of inaction and potential opportunities if change is embraced.

    Reflection Questions:

    • What insights from this report can we use to convey the urgency of change?

    • Who in our organization will respond most strongly to this data?

  • Big changes require a team of influential leaders. These individuals help build credibility and ensure alignment across the organization.

    Application:

    • Assemble a diverse group of stakeholders: board members, staff, and community influencers.

    • Ensure the group includes individuals with authority, expertise, and commitment to change.

    Reflection Questions:

    • Who has the influence and credibility to lead this effort?

    • How can we build trust and collaboration among team members?

  • A clear vision helps stakeholders understand what you’re trying to achieve. It inspires action and ensures everyone is aligned toward a common goal.

    But don’t rush the process. To assess your organization’s readiness for change and optimal pace for transformation, try my Change Readiness Score calculator.

    Application:

    • Craft a vision statement that reflects your goals for audience growth and relevance.

    • Develop a step-by-step strategy to bring this vision to life.

    Reflection Questions:

    • What will success look like for our organization?

    • What 3–5 priorities should we focus on to achieve this vision?

  • Even the best vision won’t gain traction if it isn’t communicated effectively. Repetition and clarity are key to getting buy-in.

    Application:

    • Use stories and data to illustrate the vision. You’ll find four inspiring case studies here.

    • Communicate the message consistently through meetings, newsletters, and presentations.

    Reflection Questions:

    • How can we tell a compelling story about our vision?

    • What communication channels will reach the most stakeholders?

  • Change efforts can stall if people feel blocked by bureaucracy or outdated systems. Empower your team by removing barriers and enabling innovation.

    Application:

    • Identify and address obstacles, such as resistance to change or limited resources.

    • Provide the tools, training, and authority people need to take action.

    Reflection Questions:

    • What barriers are preventing progress in our organization?

    • How can we equip our team to contribute to the change?

  • Small, visible successes help maintain momentum and build credibility for the change initiative.

    Application:

    • Set achievable short-term goals that demonstrate progress. Try my 100 Prompts resource to beta-test customer-centric messaging.

    • Celebrate and share these wins with your stakeholders.

    Reflection Questions:

    • What quick wins can we achieve in the next 6 months?

    • How can we recognize and reward those who contribute to success?

  • Sustaining change requires building on early successes. Use lessons learned to drive deeper and broader transformations.

    Application:

    • Analyze what worked and refine your approach.

    • Continue introducing new initiatives that align with the vision.

    Reflection Questions:

    • What lessons can we take from our early successes?

    • How can we expand these changes across the organization?

  • For change to stick, it must become part of the organization’s culture. This ensures new practices endure beyond the initial effort.

    Application:

    • Align new behaviors with organizational values.

    • Reinforce change through policies, training, and recognition programs.

    Reflection Questions:

    • How can we ensure these changes are embedded in our culture?

    • What practices or policies will help reinforce this transformation?