Change Management Models: Which One to Use?

What Are the Best Change Management Models?

The best-known change management models include Kotter's 8-Step Process, Lewin's Change Management Model, ADKAR, Nudge Theory, and the Kübler-Ross Change Curve — each offering a structured approach to managing organizational change effectively.

What Is a Change Management Model?

Before diving into specific models, let's define the term. Put simply, a change management model is a set of processes that lets change leaders plan, implement, and manage the human side of change within an organization.

How can Change Management Models be useful for business projects?

Change Management models are essential for business projects because they give you a structured approach to transitioning individuals and organizations. They help mitigate resistance, smooth out implementation by addressing employee concerns, and keep stakeholder interests aligned.

We also use these models to improve project success rates, offering clear strategies for communication, training, and support. We help you spot potential obstacles early, so you can act on them proactively and build a more adaptable organization.

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

Where is your support likely to come from? Very often, it shows up in places you didn't expect.

When you launch a change project, support often comes from an unexpected employee. You spend time trying to convince people who won't budge — and then, out of nowhere, people you'd overlooked, or assumed couldn't help, step up and join the project.

Your Task

Describe the project you're leading, and where you've been hoping to find this kind of support.

It's your job to find and tap into the resources and people who will support your change project and help you overcome resistance.

Challenge the management models

The transformation process can be challenging, since you'll face resistance from people in your company. But with the right approach and strategy, implementing new change becomes much easier.

There are more than a dozen proven change management models out there, including ADKAR and Kübler-Ross, but here we'll focus on three: Kotter's theory, Lewin's model, and McKinsey's 7-S.

Kotter's 8-Stage Change Management Model

Developed by John Kotter, this model breaks the change process into eight stages:

Urgency: Create a sense of urgency so your team understands why the change is needed.
Change team: Build a team with the right skills and behaviors to drive the change and commit to the project.
Vision: Build a strategic vision that accounts for the project's objectives and strategy — and for employees' emotions.
Communicate the vision: Share it clearly so everyone understands the need and the benefit. Your communication and leadership skills matter most here.
Remove barriers: Start clearing obstacles that could slow the project down or delay its rollout.
Short-term goals: The end result matters most, but break it into smaller goals and celebrate them to keep employees motivated.
Keep moving: Once changes are implemented, keep rolling them out and help your team adjust.
Anchor the change: Even after full implementation, make sure it becomes part of the organization's culture and values.

That's a quick summary of Kotter's 8 stages management model.

Lewin’s Change Management Model:

Lewin's model breaks the change process into three steps.

Step#1 Unfreeze

Unfreeze: prepare and win over employees ahead of the change — explain both the benefits and the need for it. This is the first step of Kurt Lewin's model.

Step#2 Change

Change: this is the transformation stage, where you make the planned changes happen. Use your time and resources wisely for a timely rollout, and keep communication effective throughout the transition.

Step#3 Freeze

Freeze: the changes are implemented. Now make sure your team actually adopts them, so they become part of everyday routine.

McKinsey’s 7-s Change Management Model

Rather than breaking change into steps, this model lists seven things to keep in mind for your change project to succeed.

Strategy: your company's business plan for staying competitive.
Structure: your organizational structure.
Systems: how your organization and its teams actually operate.
Style: the leadership and decision-making style within your company.
Shared values: the organization's core values.
Staff: the people working across your organization.
Skills: your team's hard and soft skills.

Satir Change Management Model

It's a robust tool for any organization willing to embrace change, providing a roadmap through the sometimes turbulent journey of change — enabling smoother transitions, less resistance, and stronger performance. By understanding and applying the Satir Change Management Model, businesses can turn the risks of change into opportunities for growth. Remember: change is inevitable, but how you 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. It's an acronym for the five key stages individuals go through during a change initiative:

Awareness / Desire / Knowledge / Ability / Reinforcement

The ADKAR Change Management Model emphasizes addressing individual needs and concerns throughout the change process. It helps organizations manage resistance, strengthen communication, and increase the odds of successful implementation by focusing on each person's journey through these five stages.

Thoughts on the Bridges' Transition Model

The Bridges' Transition Model offers a genuinely useful approach to managing transitions. Understanding it helps leaders guide their teams through the sometimes uncomfortable process of change, paving the way for successful organizational transformation.

Change is inevitable, and transitions can be challenging. But with the right approach and an understanding of the Bridges' Transition Model, leaders can turn those challenges into opportunities for growth and innovation. By guiding your team through the Ending, the Neutral Zone, and the New Beginning, you make sure changes aren't just implemented — they're embraced and owned by everyone.

The Nudge Theory and Change Management

Nudge theory brings a fresh perspective to change management, offering a way to influence employee behavior and decisions subtly and respectfully — making the change process feel less daunting and more appealing. Like any model, it takes understanding, creativity, and customization to implement well, but applied properly, Nudge Change Management Theory has real potential to make change management more effective and more human. It's not just a passing trend — it could genuinely change how organizations approach change itself.

FAQ

What is Lewin's Change Management Model?

Lewin's model is a three-step framework organizations use to guide change. The first step, Unfreeze, prepares employees and the organization for change by breaking down existing norms and habits. The second, Change, is the actual implementation of new strategies or systems. The final step, Refreeze, locks in the new culture and practices, giving the transformation long-term staying power.

How can the ADKAR model help in change management?

The ADKAR model focuses on individual employees and their personal journey through change — each person's willingness to embrace new business strategies is crucial to the outcome. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. It supports the rollout of a new organizational structure by making sure each employee gets the support they need to move through every stage, ultimately driving the success of the change as a whole.

What is Kotter's 8-Step Model for Change?

Kotter's 8-Step Model provides a comprehensive guide for managing large-scale organizational change. It recognizes that simply announcing a change isn't enough — an organization must create a sense of urgency, form a guiding coalition, and develop a clear vision and strategy. Implementation requires strong support from leadership to communicate the vision and empower employees. Without these steps, the business's will to transform may falter, and the new culture may never take hold.

How does the McKinsey 7-S Framework relate to change management?

The McKinsey 7-S Framework is a diagnostic model that helps an organization understand the different elements that need to align for change to succeed. It's a holistic approach covering both "hard" and "soft" elements — strategy, structure, systems, shared values (tied to culture), skills, staff, and style. New business processes land more effectively when all seven elements are in sync. The model's core insight: a successful organizational change needs more than new procedures — it needs support from every part of the organization.

Why is communication important during a change initiative?

Effective communication is a critical step for the successful implementation of any organizational change. Employees' willingness to adapt and support new business strategies depends heavily on how well the change is communicated to them. An organization must clearly explain the reasons for the change, its benefits, and the expected outcomes — which helps address fear or resistance and fosters a positive culture where the change is embraced by everyone.

How can a model of organizational change be implemented effectively?

For a model of organizational change to succeed, an organization needs to implement new business strategies strategically. The first crucial step is securing the support of key employees and leadership, essential for a smooth transition. This often involves a genuine shift in company culture, moving from a rigid structure to one that's more adaptable and open to innovation. Successful implementation relies on clear communication, training, and continuous support for all employees.

What are the main challenges for employees during a change implementation?

The biggest challenge for employees during change is often adapting to the new reality — a successful business transformation demands a real shift in behavior and mindset. To help with that, the organization must provide robust support and resources so employees can navigate the change and understand the new strategy. Without that dedicated support, employees may resist the new model, which can slow down or even derail the entire process.

What is the role of organizational culture in the success of a change initiative?

Organizational culture is the foundation any change initiative is built on. A strong, flexible, supportive culture can be the difference between a successful implementation and a failed one — and the long-term success of the business depends on a culture that treats change as a continuous process rather than a one-time event. When culture aligns with the new strategy, it creates a cohesive environment where the whole organization shares the will to adapt.

Find out more about change management

This article was written by Marc Prager.