Kotter's Change Management Model

Kotter Change Management Model
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Kotter Change Management Model
Introduction
Starbucks Corporation being the largest coffeehouse chain in the world, requires appropriate changes to facilitate further success. Over the years, the company has made it clear that handling employees well is a significant thing that determines how long they remain in an organization. Starbucks has around 349,000 employees who serve in over 80 countries. With over 32,660 stores worldwide, Starbucks must be careful in hiring workers to foster its growth and development. The paper aims to show how Starbucks’ human resource managers can use Kotter’s eight change management steps to extend the training period for its new employees.
Establishing a Sense of Urgency
Starbucks Corporation is growing and expanding its operations to numerous countries. As such, the firm should continue looking for ways to attract new hires and retaining them for an extended period. On that note, human resource managers should be honest with employees by informing them of the benefits of training and the assimilation to the firm’s culture (Tikson & Hamid, 2017). Currently, new workers are trained for 80 hours, which is not enough time to master various things. Employees are required to obtain the coffee knowledge, share it with other individuals, know why Starbucks is the best, master coffee beans, baking, packaging, additives, and types of coffee. When new hires understand that they should know everything about coffee, it brings the urgency of increasing the training period.
Creating a Coalition
Starbucks should look for good leaders or influential people from different fields that include expertise, job title, political importance, status, or department to initiate and manage the change. These individuals should understand the importance of training in the recruitment process and form an effective team to convince employees that the change is essential for them and the company (Pollack & Pollack, 2015). The change coalition should have an emotional commitment and ought to understand new workers well to avoid unnecessary conflicts.
Developing Vision and Strategy
The vision and strategy for change can be tied to Starbucks' vision and mission statements. Starbucks' mission statement is "to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time." Besides, the vision statement is "to establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow" (Starbucks, 2021). In that light, one of the strategies is to determine the values that are critical to extending the training period of baristas and new hires. For example, the perfect vision for change in Starbucks would be "to develop a culture of warmth, expertise, and belongingness in an effort to satisfy the need of coffee lovers" (Starbucks, 2021). That way, new hires would understand that they are training so that they can ensure that Starbucks' customers are fulfilled by the company's products and services entirely.
Communicating the Vision
After creati...