Describe Kotter's Model of organizational change.

• A. People's feelings are activated to achieve something
• B. Change should be driven by data alone
• C. See-feel-change is more powerful than analyze-think-change
• D. Employees resist change too much

Answer: (C)

Kotter's model centers on mobilizing people through emotion and a clear direction, not just through data and analysis. The best description captures that making people see and feel the need for change is more powerful than asking them to analyze and think about it first. In Kotter's approach, creating urgency and building a guiding coalition around a compelling vision get people moving, and leaders continually communicate that vision while highlighting short-term wins to sustain momentum. Data and analysis play a supportive role, informing the change, but alone they rarely drive lasting action without emotional buy-in and a shared purpose. The other options miss this emphasis on engaging people’s feelings in service of a concrete vision and actionable steps.