How do you choose the best change model for your business?

1 Lewin's change model

Lewin's change model is one of the simplest and most classic change models, based on the idea that change involves three stages: unfreeze, change, and refreeze. Unfreeze means preparing the organization for change by creating a sense of urgency, communicating the vision, and overcoming resistance. Change means implementing the new behaviors, processes, or structures that support the change vision. Refreeze means consolidating the change and reinforcing it with rewards, feedback, and training. Lewin's change model is useful for simple and straightforward changes that do not require much adaptation or flexibility.

2 Kotter's 8-step change model

Kotter's 8-step change model is a more comprehensive and detailed change model, based on the premise that change is a complex and dynamic process that requires constant attention and alignment. The eight steps are: create a sense of urgency, build a guiding coalition, form a strategic vision and initiatives, enlist a volunteer army, enable action by removing barriers, generate short-term wins, sustain acceleration, and institute change. Kotter's 8-step change model is useful for large-scale and transformational changes that require strong leadership and engagement.

3 ADKAR change model

ADKAR change model is a more individual-focused and human-centered change model, based on the acronym ADKAR, which stands for awareness, desire, knowledge, ability, and reinforcement. Awareness means understanding the need for change and the benefits of the change. Desire means having the motivation and commitment to participate in the change. Knowledge means having the information and skills to perform the change. Ability means having the capacity and confidence to implement the change. Reinforcement means having the support and recognition to sustain the change. ADKAR change model is useful for changes that involve behavioral or cultural shifts, and that require employee involvement and empowerment.

4 McKinsey 7S change model

McKinsey 7S change model is a more holistic and systemic change model, based on the idea that change affects seven interrelated elements of an organization: strategy, structure, systems, shared values, skills, style, and staff. Strategy means the goals and plans of the organization. Structure means the hierarchy and division of roles and responsibilities. Systems means the processes and procedures that govern the organization. Shared values means the core beliefs and principles that guide the organization. Skills means the capabilities and competencies of the employees. Style means the leadership and management approach of the organization. Staff means the number and type of employees in the organization. McKinsey 7S change model is useful for changes that require alignment and integration of multiple aspects of the organization, and that require a comprehensive and balanced assessment of the current and desired state.

5 How to choose the best change model for your business

When it comes to selecting the best change model for your business, there is no one-size-fits-all solution. However, there are some general factors that can help you make the right decision. These include the scope and scale of the change, the type and nature of the change, the culture and readiness of the organization, and the resources and capabilities of the organization. By taking into account these elements, you can identify the change model that is most suitable for your business objectives and requirements. Additionally, it is important to consider the complexity of the change, the main purpose and outcome of the change, the organization's receptiveness to the change, the existing values and norms that influence the change, the amount of time, money, and expertise available to implement and sustain the change, and any potential gaps and risks that need to be addressed. Ultimately, by evaluating these factors, you can make an informed decision and choose the change model that best meets your business needs.