Change Management Models

Change Management Models

In this article, we’ll look into another key to successful change management and some change management models. One of the benefits of using change management models is that they can be used to organize training programs for managers. Change management is not just a theory, but also the use of simple models to implement change.

What is the best change management models?

Not easy to find out. Here various models for various purposes. Above were the three widely used and proven change management models. To make your project successful, choose the model that you believe will work best in your organization.

Change Management Models

Before we discuss the change management models, let’s see what a change management model actually is. To put it simply, the change management model is a set of processes that allows change leaders to plan, implement, and deal with the human side of change in many business organizations nowadays.

Key for Change Management: Identifying Agents of Change in Your Organization

Where is the support likely to come from? Very often, the support for your change project comes from where you didn’t expect it.

When you start a change project, many times, the support comes from an unexpected employee. Many times you try to convince people, but anyone won’t help you. And suddenly, people in your environment- that you’d been ignoring, or that you believed could not support you- come and join your project.

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Your Task

Describe the project that you’re in charge of and where you’ve been expecting these people and this type of support.

It’s your job to find and use the untapped resources and people that are going to support your change management project and help you overcome resistance.

Challenge the management models

The process of transformation can be challenging, as you have to face resistance from people in your company. But with the right approach and strategy, you can implement the new changes easily.

Though there are more than a dozen of proven change management models like ADKAR and Kubler-Ross, we’ll only look at Kotter’s theory, Lewin’s model, and McKinsey’s 7-s.

Kotter’s Theory of 8 stage Management Change Management

Developed by P. Kotter, this change management model has divided the change process into eight stages, namely:

  1. Urgency: Kotter recommends creating urgency for change in your team so employees understand the need for the change.
  2. Change Team: Next, build a team of individuals that have the right skills and behaviors to drive the change and are willing to work on your new project.
  3. Vision: Build a strategic vision that not only considers the project’s objectives and strategy but also employees’ emotions.
  4. Communicating the vision: Communicate the vision clearly to your team so that everyone understands the need and benefit of the change. At this stage, your communication and leadership skills play a critical role.
  5. Removing Barriers: Start removing obstacles that can slow down your change project and increase its rollout time.
  6. Short-Term Goals: Though the end result matters the most, break your goal into smaller ones and celebrate them to keep the employees motivated.
  7. Keeping Moving: Once you implement changes, keep rolling them out and help your team to adjust to them.
  8. Anchoring the New Changes: Even after complete implementation of the change project, change leaders should ensure that it becomes a part of the organization’s culture and values.

This was a short summary of Kotter’ 8 stages management model.

Lewin’s Change Management Model:

Lewin’s model has divided the change process into three steps.

Step#1 Unfreeze

Unfreeze: Prepare and convince employees for the change. Tell them the benefits and the need for the change. This is the first step of Kurt Lewin‘s Model.

Step#2 Change

Change: This is the transformation stage. During this stage, make the planned changes. Use your resources and time in the best way for timely implementation of the change. Effective communication is essential in the transition phase.

Step#3 Freeze

Freeze: You’ve implemented the changes. Now, make sure they get adopted by your team and become a part of routine work.

McKinsey’s 7-s Change Management Model

This change management model doesn’t divide the change process into different steps but lists the seven things to keep in mind for the success of your change management project.

  1. Strategy: This is your company’s business plan that helps it to stay competitive.
  2. Structure: Consider your organizational structure.
  3. System: Pay attention to the way your organization and its teams work.
  4. Style: Study the leadership and decision-making style in your company.
  5. Shared Values: Keep the organization’s core values in mind.
  6. Staff: Know more about the employees working in your organizations.
  7. Skills: Learn about the hard and soft skills of your team.

Satir Change Management Model

Is is a robust tool in the hands of any organization willing to embrace change. It provides a roadmap to navigate the tumultuous journey of change, enabling smoother transitions, reduced resistance, and enhanced performance. By understanding and implementing the Satir Management Model, businesses can turn the risks associated with change into opportunities for growth and development. Remember, change is inevitable, but how we manage it determines the outcome.

ADKAR’s change management model

ADKAR is a widely recognized change management model developed by Jeff Hiatt, founder of Prosci, a leading change management research and consulting firm. The ADKAR model is an acronym that represents the five key stages individuals go through during a change initiative. These stages are as follows:

Awareness / Desire / Knowledge / Ability / Reinforcement

The ADKAR model emphasizes the importance of addressing individual needs and concerns throughout the change process. It helps organizations manage resistance, enhance communication, and ultimately increase the chances of successful change implementation by focusing on each person’s journey through these five stages.

Thoughts on the Bridges’ Transition Model

The Bridges’ Transition Model offers a valuable approach to managing transitions. Understanding this model can help leaders guide their teams through the sometimes uncomfortable process of change, paving the way for successful organisational transformations.

Change is inevitable, and transitions can be challenging. But with the right approach and an understanding of the Bridges’ Transition Model, leaders can turn these challenges into opportunities for growth and innovation. By guiding your teams through the Ending, the Neutral Zone, and the New Beginning, you can ensure that changes are not just implemented, but are embraced and owned by all.

The Nudge Theory and Change Management

The nudge theory brings a new perspective to change management. It offers a means to influence employee behavior and decisions subtly and respectfully, making the change process less daunting and more appealing. As with any management model, its successful implementation requires understanding, creativity, and customization. But when applied well, Nudge Change Management Theory holds tremendous potential to make change management more effective and human-friendly. Indeed, the nudge theory is not merely a trend, but a potential game-changer in the world of change management.

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