Change Management Tech and Kotter’s Eight-Step Change Model 

The pace of organizational change has never been faster. As industries become more fluid and digital transformation accelerates, modern leaders—especially those in technology-focused roles like Chief Technology Officers (CTOs) and IT Directors—are finding themselves tasked with adapting at an unprecedented rate. A key element of this transformation is the integration of change management tech, tools that streamline the change process, provide real-time analytics, and empower decision-makers to lead effectively. 

Change management is no longer a linear process or a task confined to specific departments; it’s a fundamental shift in how organizations navigate change, as we move further into 2025, technology is reshaping how companies approach change.

For CTOs and other executives, understanding these shifts—and how to leverage change management tech to ensure seamless adaptation—is paramount to future success. This article will explore how modern leaders, especially CTOs and IT Directors, can navigate rapid organizational change using John Kotter’s Eight-Step Change Model.  

How can CTOs lead change management: John Kotter’s eight step model 

Change is a constant, and its pace is increasing. From the rise of AI to shifting geopolitical landscapes, global business is in a state of flux. Leaders can no longer afford to implement change in a slow, methodical, and linear fashion. To thrive in this era, organizations must embrace agility, swift execution, and continuous innovation. 

John Kotter’s 8-step process of change management, which was first introduced in 1996, has undergone an evolution in the past two decades. Originally designed to handle episodic, top-down changes, Kotter’s framework now integrates flexibility, speed, and cross-functional collaboration. Today’s challenges demand a revised version of the process, one that aligns with the breakneck speed of change in the 21st century. 

The revised model—introduced in Kotter’s Accelerate—incorporates an important shift: rather than approaching change in a sequential and hierarchical manner, organizations must now run steps concurrently, engage a wide base of volunteers, and work within agile networks. This approach ensures that transformation is not just a one-off event but an ongoing, dynamic process that adjusts to new challenges as they emerge.

[Image Source: BiteSize Learning]

These steps are interdependent; one cannot succeed without the others. Let’s break down John Kotter’s eight step change model. 

1. Create a sense of urgency 

The first step in Kotter’s process is to establish a sense of urgency. This is not about creating fear or panic; it’s about identifying an external change factor—a new technological development, market opportunity, or competitive threat—that demands immediate attention. Leaders must frame this opportunity in a way that resonates emotionally and rationally with their teams, rallying them around a common purpose. 

In today’s fast-moving environment, identifying this window of opportunity quickly is essential. Leaders who can do so will mobilize their teams to act decisively, leaving competitors in dust. This urgency isn’t a one-time event, but a sustained effort throughout the transformation process. 

2. Build a guiding coalition 

No leader can drive change alone. Kotter emphasizes the importance of a Guiding Coalition, a diverse group of individuals who will serve as the transformation’s backbone. This coalition must span all levels of the organization, from top executives to front-line employees, and bring together a broad range of perspectives. Involving employees across departments, regions, and job functions helps synthesize new ideas and strategies effectively. 

Diversity—whether in terms of experience, ideas, or background—is critical here. The greater the diversity, the more robust and adaptable the change efforts will be. 

3. Form a strategic vision and initiatives 

A clear, compelling vision of the future is essential for guiding change. Leaders must be able to articulate how the organization will look and operate after transformation and, more importantly, why this transformation matters. This vision must be aspirational, but also realistic and actionable. It should tie directly to the organization’s core goals and competitive advantages. 

This vision should be the foundation upon which specific strategic initiatives are built. These initiatives, when executed swiftly and well, will bring the vision to life. 

4. Enlist a volunteer army 

Change is most effective when it’s driven by passionate advocates. The goal is not just to inform employees about change, but to engage them in a way that makes them want to be part of the transformation. This is where the Volunteer Army comes in—employees who are motivated to act, empowered with the knowledge and resources they need to contribute. 

It’s important to give people the choice to engage, giving them a sense of ownership and agency. Rather than forcing people to take part, leaders should create a movement, where employees are enthusiastic and motivated to drive change. 

5. Enable action by removing barriers 

As change agents emerge throughout the organization, leaders must ensure they are unencumbered by old norms, outdated processes, and bureaucratic inefficiencies. Barriers to action must be identified and removed. This requires challenging the status quo and creating new, flexible working methods that allow employees to innovate without unnecessary constraints. 

Often, these barriers are embedded in the organization’s culture—longstanding practices, entrenched hierarchies, and rigid processes that stifle creativity. Removing these barriers enables teams to work across silos, accelerate decision-making, and drive meaningful change. 

6. Generate short-term wins 

Transformation is a long-term endeavor, but it must be built on a series of short-term wins. These wins, whether big or small, provide tangible evidence that the transformation is on track. They offer opportunities to celebrate progress, energize the workforce, and prove that the new direction is working. 

Leaders should relentlessly capture these wins and communicate them to all stakeholders. This transparency reinforces the sense of momentum and proves that the transformation is not just theoretical but actively creating value. 

7. Sustain acceleration 

One of the most difficult tasks in any transformation is maintaining momentum. It’s tempting to slow down after a few successes, but this is where many organizations falter. To sustain acceleration, leaders must build on early wins, pushing for continued change and reinvigorating the transformation with fresh energy. 

This requires revisiting the urgency, ensuring that complacency does not take root, and continuously identifying new opportunities for growth. It’s about keeping the pressure on and driving the vision forward with relentless determination. 

8. Institute changes 

The final step is ensuring that new behaviors and ways of working are embedded into the organization’s culture. This is where the transformation becomes permanent. The new practices must be deeply ingrained, replacing old ways of working and becoming second nature to employees at all levels. 

This final step often involves redefining organizational structures and systems to support the ongoing change. It’s about ensuring that leadership and management practices continue to foster innovation and agility. 

Top change management tech applications for driving organizational success  

Change management tech enables leaders to assess the organizational pulse and understand which factors are acting as enablers or barriers to change. By integrating these tools, leaders can create an environment where change isn’t just reactive, but proactive. Following are more change management tech solutions: 

1. Google Cloud  

Google Cloud offers a comprehensive suite of tools for managing organizational change, especially in the context of cloud adoption and digital transformation. With its tools for data management, machine learning, and analytics, Google Cloud allows organizations to integrate change management into their broader technology strategy.

Tools like Google Cloud’s AI and BigQuery help organizations assess and predict the impact of change, while Google Workspace facilitates real-time communication and collaboration during transitions. Google Cloud’s ability to scale quickly and provide insights into operational efficiency makes it an invaluable resource for CTOs navigating complex change initiatives. 

2. Salesforce 

Salesforce is renowned for its Customer Relationship Management (CRM) capabilities, but it also offers robust solutions for change management through its Salesforce Change Management suite. Salesforce’s platform helps organizations track, manage, and measure change initiatives by automating workflows and enabling seamless communication between teams. It allows CTOs to engage employees, track change readiness, and monitor the impact of change across the organization in real-time. The platform also integrates with other business tools to align change management strategies with broader organizational objectives. 

3. Microsoft Viva 

Microsoft Viva is a comprehensive employee experience platform designed to improve employee engagement, well-being, learning, and change management. Powered by Microsoft 365, Viva provides a suite of tools for organizations to guide and support employees through change. It offers features such as insights into employee sentiments, communication tools for leadership to deliver change messages, and integrated learning resources to upskill employees during transitions. With Microsoft Viva, CTOs can foster a culture of continuous learning and adaptation while managing the human side of technological transformations. 

4. Atlassian Jira 

Atlassian Jira is one of the most popular project management and issue tracking tools, widely used in both tech and non-tech environments. Jira supports change management by allowing teams to manage and track change initiatives, bug fixes, and feature developments in an agile environment. It provides transparency into change processes, real-time collaboration, and detailed reporting features that CTOs can use to monitor progress and make informed decisions. Jira’s flexibility allows it to be customized to fit various change management models, making it a popular choice for fast-paced tech companies undergoing continuous change. 

5. Oracle Cloud HCM 

Oracle Cloud Human Capital Management (HCM) is another solution that offers powerful tools for managing the human aspect of change. By automating HR processes and offering real-time insights, Oracle Cloud HCM helps CTOs align employees with transformation strategies. It also offers analytics that tracks employee readiness, engagement, and performance, ensuring that organizations are fully prepared to handle change. The platform allows organizations to foster a workforce that’s agile and responsive to both technological and strategic shifts. 

6. Azure DevOps 

Azure DevOps by Microsoft is an integrated suite of development tools that enable software teams to plan, build, test, and release software with an emphasis on continuous integration and continuous delivery (CI/CD). For CTOs managing technological change, Azure DevOps offers valuable tools to streamline the software development lifecycle, monitor code changes, and manage releases. The platform’s capabilities for agile project management, version control, and tracking ensure that technological changes are smoothly implemented and aligned with broader business objectives. 

7. GitHub 

GitHub is one of the most popular code repositories and collaboration platforms, especially for software developers. It provides powerful tools for version control, code collaboration, and code review, making it an essential resource for CTOs overseeing large-scale technology transformations. By using GitHub, CTOs can manage changes to the codebase, track progress, and ensure collaboration between development teams. It also integrates seamlessly with various DevOps tools, making it central to modern development workflows. 

9. New Relic 

New Relic is an application performance monitoring (APM) tool that helps CTOs monitor the performance and health of software applications in real time. As organizations undergo digital transformation, ensuring that applications perform optimally is crucial. New Relic provides deep visibility into application performance, infrastructure, and user interactions, allowing CTOs to identify potential bottlenecks or performance issues before they impact the business. By using New Relic, CTOs can quickly address technical challenges and maintain high-quality service during transitions. 

9. Slack 

While Slack is primarily a team communication tool, it plays a vital role in change management tech. For CTOs, Slack’s ability to facilitate communication, collaboration, and real-time updates makes it a critical tool for driving organizational change. By creating channels specifically for change initiatives, teams can stay aligned, share updates, and address challenges quickly. Slack also integrates with a range of project management tools, providing a seamless experience for teams managing change on a daily basis. 

Identifying key drivers: Is your organization ready for of change management tech?

 While change may be inevitable, success is not. Organizations today are often caught between the promise of innovation and the realities of their internal resistance to it. As we stand at the intersection of technological advancements and evolving consumer demands, it’s crucial for business leaders to ask: Is our culture agile enough? Are our systems prepared? And are our people truly aligned with the vision of change? 

At the heart of organizational transformation lies an undeniable truth: change isn’t always self-initiated. For many companies, the pressure comes from external forces—be it emerging competitors, shifting regulations, or unforeseen global crises. But is your organization reacting swiftly enough to these market shifts? Or are you constantly playing catch-up, scrambling to adapt rather than proactively guiding your future? 

While these external pressures may be difficult to ignore, relying too heavily on external triggers for change can be a double-edged sword. The real question for leaders is: How can you build a mindset that anticipates change rather than simply responding to it? The answer isn’t just about being reactive—it’s about integrating change as a continual and strategic process that fosters resilience in the face of unpredictability. 

It’s easy to blame market conditions for organizational struggles, but the truth is, much of an organization’s ability to adapt stems from its internal systems and culture. Are your teams equipped to manage change? How does your organizational structure support flexibility and growth? The answer might lie in how well your leadership has fostered a culture of innovation and responsiveness to new ideas. 

A key element here is ensuring that change management isn’t just a leadership responsibility; rather, it needs to be shared across all levels of the organization. Change management tech provides the necessary framework for scaling change initiatives quickly, ensuring your teams can move in unison towards a common goal. 

In brief 

Change management isn’t a one-time event; it’s an ongoing process of innovation, adaptation, and growth. By embracing the power of technology, executives can drive change in a way that is both efficient and sustainable, securing long-term success for their organizations. With the right strategy, the right tools, and the right mindset, leaders can turn visionary ideas into actionable outcomes, sustaining momentum long after the initial changes have been made.