What are the best practices for selecting a change leadership model?

1 Understand your change situation

Before you decide on a change leadership model, you need to assess your change situation and identify the key factors that influence it. Some of these factors include the scope, scale, urgency, complexity, and readiness of the change, as well as the culture, values, and expectations of the people involved. By understanding your change situation, you can narrow down your options and select a model that matches your needs and resources.

2 Review different change leadership models

There are many change leadership models available, each with its own strengths, weaknesses, and assumptions. Popular models include the Kotter 8-Step Model, which promotes creating urgency and anchoring change in the culture; the ADKAR Model, which emphasizes individual aspects of change; the McKinsey 7-S Model, which examines seven interrelated elements of an organization; and the Bridges Transition Model, which distinguishes between change and transition. It is important to review these models to compare their features, benefits, and limitations, as well as consider how they align with your change situation, goals, and stakeholders.

3 Choose a change leadership model that fits your purpose

After reviewing different change leadership models, you should choose one that fits your purpose and helps you achieve your desired outcomes. You should also consider how adaptable and flexible the model is, and how you can customize it to suit your specific needs. You should avoid choosing a model based on popularity or familiarity alone, as it may not be the best fit for your change situation. You should also be prepared to adjust or modify your model as you implement your change initiative and encounter new challenges or opportunities.

4 Communicate and apply your change leadership model

Once you have chosen a change leadership model, you should communicate it clearly and consistently to your team and stakeholders. You should explain the rationale, objectives, and benefits of the model, as well as the roles and responsibilities of everyone involved. You should also provide training, coaching, and feedback to help people understand and apply the model effectively. You should monitor and evaluate your progress and results using the model, and celebrate your achievements and learn from your failures.

Choosing a change leadership model is not a one-time decision, but an ongoing process that requires careful thought, research, and evaluation. By following these best practices, you can select a change leadership model that can help you lead and manage change successfully.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?