Top 5 Change Management Models to Consider for Your Business
In order to implement changes such as digital transformation or smoothly transition during mergers and acquisitions, it is important to effectively plan ahead and structure the whole project. In order to do so, it is useful to follow existing change management models. Let’s take a look at the 5 most popular change management models.
1. Kotter’s Change Management Model
McKinsey’s 7-S framework or model is one of the longest-lasting change management models out there.
This model consists of 7 crucial categories that companies should be aware of when implementing change:
Strategy – Strategy is the change management plan that should consist of a step-by-step procedure or future plan.
Structure – This factor is related to the structure in which the organization is divided or the structure it follows.
Systems – This stage focuses on the systems that will be used to complete day-to-day tasks and activities.
Shared values – Shared values refer to the core or main values of an organization according to which it runs or works.
Style – The manner in which change is adopted or implemented is known as ‘style.’
Staff – The staff refers to the workforce or employees and their working capabilities.
Skills – The competencies as well as other skills possessed by the employees working in the organization.
🧡 Why we like this model
Unlike most other models, this model focuses on all the important factors that change may impact.
While most other models represent some kind of a process or workflow, McKinsey’s model simply reminds us of all the business aspects that should be defined before the change strategy is implemented.
2. McKinsey 7-S Change Management Model
Kotter’s change management theory is one of the most popular and adopted ones in the world.
This model has eight stages, and each of them focuses on employees’ response to change.
Increase urgency – Creating a sense of urgency among employees may be the best way to motivate and engage them during the process.
Build the team – Determine the right set of skills and personalities for the team that will be responsible for driving change within the organization.
Get the vision correct – Take into account not just the strategy but also employees’ creativity, emotions and the project’s objectives.
Communicate – Be transparent and frequently communicate with people about the changes being implemented.
Get things moving – Get support, remove the roadblocks and collect feedback in a constructive way.
Focus on short-term goals – Don’t just focus on the end result. Set small goals and recognize small achievements during the process to boost employee morale.
Incorporate change – Reinforce and make change a part of the workplace culture. Help employees adjust and reward them for the new behaviors.
Don’t give up – Changes don’t happen overnight, and obstacles are unavoidable. Be persistent while the process of change management is going on, no matter how tough things may seem.
🧡 Why we like this model Kotter’s change management model is pretty easy to follow and incorporate. Our favorite part of this model is that it focuses on preparing employees for change rather than change implementation itself.
The focus on employee experience and proper workplace communication is one of the reasons why this is one of the most commonly used change management models.
3. ADKAR Change Management Model
ADKAR model can be used by Change Managers to find out various gaps in the process so that effective training can be offered to the employees. Even though the ADKAR model focuses on business-oriented goals, it can be very useful to support employees to more easily go through the process of change. ADKAR Model stands for: Awareness – of the need and requirement for change Desire – to bring and be part of the change Knowledge – of how to drive change Ability – to incorporate the change on a regular basis Reinforcement – to keep it implemented and reinforced later on as well. 🧡 Why we like this model This change management model is a great solution for companies that are trying to look at both the business and people dimensions of change. Unlike other change management models, this model focuses on the identification and evaluation of the reasons why change is working or not and why desired results are not being obtained.
4. Kübler-Ross Five Stage Change Management Model
Lewin’s Change Management Model is one of the most popular accepted and effective change management models.
It helps companies better understand organizational and structured change. This model consists of three main stages, which are: unfreeze, change and refreeze.
Unfreeze: This is the preparation stage where employers must get prepared for change. The crucial step here is to enhance open employee communication explaining why change is necessary. The goal is to overcome employees’ resistance to change as much as possible.
Change: This is the stage in which change gets implemented. Continuing on the first stage, good leadership and effective employee communications are crucial here.
Refreeze: This is the stage in which change is accepted and employees go back to their routine. This stage should be considered as almost ever-going. Leaders should make sure that changes are adopted and used even after the change management objectives have been achieved.
🧡 Why we like this model
Lewin’s change management model describes in a very simple way the main 3 stages that every change management process has to go through: pre-change, during change and post-change.
Because of its simplicity, many organizations choose to follow this model when implementing change.
5. Lewin’s Change Management Model
This model is different from the others in the sense that it is 100% employee-oriented. The model can also be applied to other life situations such as loss of job, changes in work and other less serious health conditions.
This model helps employers understand better their employees and empathize with them. This model consists of five stages through which your employees may be going during organizational changes.
Denial – In this stage, employees are not willing to or unable to accept change. This happens because most people show resistance towards change and may not want to believe what is happening.
Anger – This model assumes that when the news first gets absorbed, anger follows. Denial converts into anger when employees realize that the change is actually happening.
Bargaining – During the bargaining stage, employees try to get to the best possible solution out of the situation or circumstance.
Bargaining is a way for people to avoid ending up with the worst-case scenario.
Depression – When employees realize that bargaining is not working, they may end up getting depressed and may lose faith. Some of the symptoms include low energy, non-commitment, low motivation and lack of any kind of excitement or happiness.
Acceptance – When employees realize that there is no point in fighting change anymore, they may finally accept what is happening and may begin to resign to it.
🧡 Why we like this model
We love this change management model because of its focus on employees, their feelings, concerns and needs.
Organizations that manage to understand their employees are much more likely to eliminate some of the biggest barriers towards successful change management.
Because most employees go through the above mentioned feelings, it is extremely important to keep employees informed and to have an effective business communication strategy.
Reference: https://haiilo.com/blog/5-change-management-models-to-take-a-look-at/
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