What are the most common change leadership models used in Change Management?

1 Kotter's 8-Step Model

One of the most widely used and recognized change leadership models is Kotter's 8-step model, developed by Harvard professor John Kotter. This model outlines eight sequential steps that change leaders should follow to create a sense of urgency, build a coalition, communicate a vision, empower action, generate short-term wins, consolidate gains, and anchor the change in the culture. The model emphasizes the importance of engaging and motivating people throughout the change process and overcoming resistance and complacency.

3 Kubler-Ross Change Curve

The Kubler-Ross change curve is a model that describes the emotional stages that people go through when they face a significant change or loss. The model was originally developed by Elisabeth Kubler-Ross, a psychiatrist who studied the reactions of terminally ill patients. The model suggests that people experience five stages of grief: denial, anger, bargaining, depression, and acceptance. The model helps change leaders to understand and empathize with the emotional reactions of their team members and provide them with appropriate guidance and feedback.

4 Lewin's Change Model

Lewin's change model is one of the oldest and simplest change leadership models, developed by Kurt Lewin, a psychologist and social scientist. The model proposes that change occurs in three stages: unfreeze, change, and refreeze. The unfreeze stage involves preparing the organization for the change by creating a sense of urgency, challenging the status quo, and reducing resistance. The change stage involves implementing the change by providing direction, support, and resources. The refreeze stage involves stabilizing the change by reinforcing the new behaviors, processes, and systems.

5 McKinsey 7S Model

The McKinsey 7S model is a holistic change leadership model that examines seven interrelated factors that influence the performance and effectiveness of an organization. The model was developed by Tom Peters and Robert Waterman, consultants at McKinsey & Company. The seven factors are: strategy, structure, systems, skills, staff, style, and shared values. The model helps change leaders to align these factors with the desired vision and goals of the change and identify any gaps or inconsistencies that need to be addressed.