---
title: Making Change Stick
description: Discover how to make equity-centered change last. In this final post of our three-part Kotter series, we explore steps 6–8—generating short-term wins, sustaining momentum, and anchoring equity into culture—so transformation becomes a lived practice, not just an initiative.
image: https://l3catalystgroup.com/hubfs/irfan-simsar-wxWulfjN-G0-unsplash.jpg
---
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# Making Change Stick
by [Dee (Deanna) Rolffs (they/them)](https://l3catalystgroup.com/blog/author/dee-rolffs)
October 01, 2025
You made big plans. You created urgency. Built a coalition. Cast a bold vision. Started engaging people and knocking down barriers.
In parts one ([Practice Change Instead of Drowning in It](https://l3catalystgroup.com/blog/practice-change)) and two of this three-part series ([From Vision to Mobilization](https://l3catalystgroup.com/blog/vision-to-mobilization)), we looked at how Kotter’s first five steps lay the groundwork for change while applying an equity-centered lens.
Now come the hard, and often skipped, parts: generating short term wins, sustaining acceleration,and making it stick-y.
**Make Change Stick: How Equity Change Work Becomes Culture, Not Just Initiative**
****
**Step 6: Generate Short-Term Wins: Celebrate Progress, Not Perfection**
Change work takes time. People need to see it working along the way.
Kotter calls these “wins” the molecules of results (2018, p. 25). They give shape to momentum and renew energy when resistance creeps in.
Applying an equity lens, this can look like:
- Tracking both qualitative and quantitative outcomes
- Sharing visible stories of change (e.g., a more inclusive hiring practice, a repaired harm, a policy update)
- Centering voices that have long been marginalized in what “success” means and who makes decisions for what changes
> **
>
> Short-term wins don’t mean we’re done. They mean we’re building momentum.
### **Step 7: Sustain Acceleration: Keep the Fire Burning**
One of the biggest pitfalls of organizational change? Celebrating too early.
After the first few wins, energy dips. Complacency creeps back in. People say, “Didn’t we already do that training?”
Sustaining momentum requires:
- Re-engaging your guiding coalition and volunteer army
- Revisiting urgency, especially when fatigue sets in
- Continuing to remove new barriers as they emerge
> **
>
> Liberatory leaders know that equity is not a phase. It’s a **practice**. A **discipline**. A **way of being**.
### **Step 8: Institute Change: Anchor Equity Into Culture**
Culture change happens *after* behavior changes.
Kotter reminds us that people don’t shift culture with slogans—they do it by repeating new actions that lead to better outcomes. Over time, those actions become identity. Actions include the following. What would you add?
- Connect new behaviors to organizational outcomes
- Align systems (hiring, evaluation, strategy) with liberatory values
- Name and honor the *why* behind the change
As Kotter puts it: “New practices must be deeply rooted and anchored to replace the old ways” (2018, p. 32).
You’ll know the change has stuck when it shows up:
- In how people make decisions
- In who gets to lead
- In what’s normalized and what’s no longer tolerated
### **Making Change That Liberates**
Too many equity initiatives are reactive, fragile, or shallow. But not yours.
Because you’re not just reacting to harm—you’re **building wholeness**.
You’re not just checking boxes—you’re **shaping culture**.
And you’re not alone.
At [L3 Catalyst Group](https://l3catalystgroup.com/) we're grateful to walk alongside leaders like you, helping create change that lasts—and liberates us individually and collectively.
Let’s stay in the work.
Let’s make it stick.
Let’s lead with love, equity, and courage.
Fellow leaders and learners, I wish you courage, rest, and [Beloved Community](https://thekingcenter.org/about-tkc/the-king-philosophy/) for the journey. Together we catalyze a brave, bold, and liberatory future.
.png?width=116&height=58&name=Dee%20(1).png)
---
### **References**
Kotter, J. P. (1996). *Leading Change*. Harvard Business School Press.
Kotter, J. P. (2014). *Accelerate*. Harvard Business Review Press.
Kotter Inc. (2018). *8 Steps to Accelerate Change in Your Organization* \[eBook\]. Retrieved from [https://www.kotterinc.com](https://www.kotterinc.com)
###### Tags:
[community,](https://l3catalystgroup.com/blog/tag/community) [change framework,](https://l3catalystgroup.com/blog/tag/change-framework) [learning,](https://l3catalystgroup.com/blog/tag/learning) [leadership,](https://l3catalystgroup.com/blog/tag/leadership) [change](https://l3catalystgroup.com/blog/tag/change)
Post by [Dee (Deanna) Rolffs (they/them)](https://l3catalystgroup.com/blog/author/dee-rolffs)
October 1, 2025
Dee (Deanna) Rolffs (they/them), Owner & Principal Consultant at L3 Catalyst Group, is a coach, strategist, facilitator, and change agent applying the Process Consulting approach with anti-oppression and liberatory frameworks. Specializing in crisis and change leadership, they support brave and badass leaders and teams illuminate underlying issues, infuse learning, envision a just future, and walk a transformational path forward. Dee is committed to equitable systemic outcomes, healthy humans, and thriving teams. Dee serves on the board of their local Pride Center, is messily learning to practice meditation, and is always up for truth telling about oppression and living life in liberatory joy.
[Follow me on my website](https://l3catalystgroup.com/) [Follow me on Facebook](https://www.facebook.com/L3CatalystGroup) [Follow me on LinkedIn](https://www.linkedin.com/in/deannarolffs/)
### Related Articles
##### [ Liberatory Design • February 15, 2023 Liberatory Design Card Deck 3 min read](https://l3catalystgroup.com/blog/liberatory-design-card-deck)
##### [ organizational systems • February 01, 2023 Seven Circles of Organizational Systems 2 min read](https://l3catalystgroup.com/blog/seven-circles-of-organizational-systems)
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