John Kotter built on Lewin’s three-step model to create a more detailed approach for implementing change. Kotter began by listing common mistakes managers make when trying to initiate change. They may fail to create a sense of urgency about the need for change, or they may declare victory too soon. Kotter proposed an eight-step plan for implementing change. Kotter stresses that all eight steps must be taken in order.

Establish a sense of urgency by creating a compelling reason for why change is needed. Form a coalition with enough power to lead the change. Create a new vision to direct the change and strategies for achieving the vision. Communicate the vision throughout the organization. Empower others to act on the vision by removing barriers to change and encouraging risk taking and creative problem solving.

Plan for, create, and reward short-term wins that move the organization toward the new vision. Consolidate improvements, reassess changes, and make necessary adjustments in the new programs. Reinforce the changes by demonstrating the relationship between new behaviors and organizational success. Kotter’s first four steps essentially extrapolate Lewin’s unfreezing stage. Steps 5, 6, and 7 represent movement, and the final step works on refreezing. Kotter’s provides managers with a more detailed guide for successfully implementing change.