Strategic planning and the establishment of quality objectives are the underpinnings for transformational change management. In today's organizational setting demonstrating the ability to change effectively and efficiently is essential for organizational success. Transformational change requires executive sponsorship, the ability to establish and communicate a strategic vision for the change initiative, in addition to selection of credible team members from the organization, those with the ability to influence stakeholders and to engage and guide the organization through the change itself. The focal point of this research is the application and coupling of "The Eight-Stage Process to Create Major Change," established by John P. Kotter and the "Prosci ® ADKAR® (Awareness, Desire, Knowledge, Ability, Reinforcement) model which acknowledges the people side of change. Through examination and review of the research results, it becomes evident that both models, when combined, provide a comprehensive and repeatable framework from which to drive organizational change and transformation.
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机译：战略规划和质量目标的建立是变革管理的基础。在当今的组织环境中，证明有效变更的能力对于组织成功至关重要。变革型变革需要执行者的支持，具有为变革倡议建立和传达战略构想的能力，此外还需要从组织中选择可靠的团队成员，这些成员必须能够影响利益相关者，并通过变革本身来参与和指导组织。这项研究的重点是约翰·科特（John P. Kotter）建立的“创造重大变化的八阶段过程”和“ Prosci®ADKAR®（意识，欲望，知识，能力，强化）模型”的应用和结合。通过对研究结果的审查和审查，很明显的是，两种模型结合使用时，提供了一个全面且可重复的框架来驱动组织的变革和转型。
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