In the context of Kotter's model, what should be provided to encourage action?

Creating a situation for constructive feedback and support is crucial in Kotter's model as it fosters an environment where individuals feel safe to express their thoughts and contribute to the change process. Constructive feedback helps team members refine their approaches, encourages collaboration, and builds a sense of ownership over the change initiatives. This feedback loop ensures that everyone involved can adapt and improve their strategies effectively, making it easier to overcome resistance and motivate collective action towards the desired changes.

In Kotter's model, the focus is on enhancing communication and relationship-building, which are vital for sustaining momentum in any change endeavor. Constructive support not only boosts morale but also instills confidence in the team, encouraging them to engage more deeply with the change process.

Other approaches would not facilitate action in the same way. Limiting feedback from leaders can create a disconnect and leave team members feeling unsupported. Removing obstacles positively might help, but it does not directly create the necessary environment of support that encourages action. Lastly, focusing on the negatives of past actions can lead to demotivation and defensiveness, which can stall progress rather than encourage it.