please respond to discussion post:

The eight steps go through the process of initiation, managing, and sustaining change. Kotter's change management model is used by many firms that go through a change in the company, whether its location change, business tools, or processes. Some change models take a bottom-up approach focusing on the employee change perspective. Kotter's change model takes a top-down approach and focuses on creating and maintaining a sense of urgency. This step process is designed to ensure change managers create the right environment affecting change. Developing support needs to make the change happening and keep momentum throughout the change without things stall. Understanding the issues in each of the eight steps in the process designed to correct gives the right frame reference understanding 8-step Kotter's model ultimately. The significant errors that Kotter observed are that if people are not motivated to change, it will be difficult getting them to move from the current way of doing things. While bottom-line employees drive management, they have entirely different motivations. Failure in proper motivation with a sense of urgency for change is the biggest reason for the changing stall or failure. So Kotter's process is flexible enough in developing change across cultures. Each stage acknowledges Kotter's critical principle related to people response and approach to change and which people feel and then change. Do you agree? What do you think?