Create a Sense of Urgency: Kotter emphasizes the importance of establishing a sense of urgency within an organization. This urgency helps to motivate people to act and initiate the change process.

Build a Guiding Coalition: Successful change requires a strong and cohesive team. Kotter suggests building a guiding coalition of influential individuals who can lead the change effort and garner support.

Develop a Vision and Strategy: Clearly articulate the vision for the change and the strategic plan to achieve it. A compelling vision helps people understand the direction and purpose of the change initiative.

Communicate the Vision: Communication is critical throughout the change process. Leaders should consistently and effectively communicate the vision, ensuring that everyone understands the goals and reasons for change.

Empower Broad-Based Action: Kotter encourages leaders to remove obstacles and empower employees at all levels to take action. This involvement fosters a sense of ownership and commitment to the change.

Generate Short-Term Wins: Celebrate and communicate small victories early in the change process. These quick wins build momentum, boost morale, and demonstrate progress.

Consolidate Gains and Produce More Change: After achieving initial successes, leaders should consolidate gains by reinforcing new behaviors and processes. This sets the stage for additional change initiatives.

Anchor New Approaches in the Culture: Sustainable change requires embedding new practices and behaviors into the organization's culture. Kotter highlights the importance of ensuring that the changes become the new norm.

Monitor and Adjust: Continuous monitoring of the change process is essential. Leaders should be ready to make adjustments based on feedback and evolving circumstances.

Institutionalize Change: Successful change becomes part of the organization's DNA. Leaders should work to institutionalize the new approaches, ensuring that they are maintained over the long term.