During my MBA course regarding organizational development and change, the text introduced us to a few views on it. I've heard the first one several times, but the other models are ones that I was unfamiliar with.
It also brought me in touch with Kotter's eight-stage process:
1. Establishing a sense of urgency
2. Creating the guiding coalition
3. Developing a vision and strategy
4. Communicating the change vision
5. Empowering broad-based action
6. Generating short-term wins
7. Consolidating gains and producing more change
8. Anchoring new approaches in the culture
These processes can obviously be mapped onto the three-step change model, but there is a plan to it. It's interesting to see this thought of generating short-term wins so soon after the GO brought it up during his discussion.
Any large-scale changes will be met with opposition regardless of how much the change is needed. Change is scary. Change is hard.