Kotter's 8 step change model:

Live example in my organization Employees were walking in late to the office. Managers could not control it. Many meetings were conducted in this respect. Many were threatened and also punished to some extent, but no use of all.

1. Increase Urgency: The Managers and Team Leads found the situation too worse and approached a person who creates new programs or databases to track the performance of the employees. He was approached by the Managers. He was explained the situation. A sense of urgency was put in front of him as situations worsened. 2. Build Guiding Teams: Few team leads explained the programmer and guided him with the necessary details to build the system 3. Get the vision Right: The Managers made a clear vision to the programmer stating that they required a time tracker for in-time and out-time and also for the process and breaks. MIS should be derived directly from the system than performing manually.

4. Communication for buy-in: The communication was sent across all the team leads and managers. They also informed the sub-ordinates about the same. 5. Enable action: Immediate action was taken to implement the system in the organization. There were trials performed to identify the errors to get corrected. Employees were given strict orders to follow the system as client would pull MIS direct from the new application installed. 6. Create short term wins Even though there were errors initially, the programmer corrected it and finally the system was a success and employees were on time. 7. Dont let up: Employees logs in to the system everyday as Client has direct access to it and they could not escape from it. There is no place to stop this system. It is a continuous process. 8. Make it stick: It had been implemented six months back and still followed and currently there are no issues as earlier.