How can you use a change management model to create a compelling vision for change?

Change Management is very prevalent in the Software Development realm, so why shouldn’t it be utilized in Organizational Change? Any change that is to be considered within an organization should be planned and monitored until the desired outcome is achieved or discarded.

Change Management models can be useful tools, for several reasons - first: it gives you a structure for your approach towards managing change. second: it ensures that your approach in all encompassing and that you are less likely to miss out on key elements of change management. Third : it minimizes surprises late in the change management cycle, which otherwise can lead to setbacks.

Choosing the right change management model is crucial. It's like picking the right tool for the job. I always start by understanding the unique challenges and goals of the organization. For example, Kotter’s 8-Step Process is great for large-scale change, focusing on urgency and building a guiding coalition. On the other hand, the ADKAR model suits teams needing clear steps and outcomes. It’s about matching the model to the organization's culture, size, and change pace. The right model clarifies the vision and makes the change tangible, understandable, and actionable for everyone involved.

First - Ensure that the Leadership & Sponsorship is not only in place but also visible to the last person in the organization. Most of the communication especially about "why change" has to be cascaded by the sponsoring leaders. Second: Ensure that the People Managers are involved early and are actually the ones involved in communicating / clarifying the vision for change at the ground level. Third: Tie in the WIIFM for the organization with that for the individuals in the vision.

In my view, one of the most impactful methods for a coach would be to ask thought-provoking questions to the client, around the key aspects of a change management framework. Clients would benefit highly through a realization that they have all the key aspects covered (or not)!

Change Management is "time-sensitive". If the change doesn't occur in time, it may be too late for the organization and individuals. We have seen examples like Konika / Sakura, HMT watches, and so forth, where the organizations missed the bus and changing late didn't really help much.

One other effective model for creating a compelling vision for effective change management is the "Bridge's Transition Model" by William Bridges. This model emphasises the importance of addressing employees' emotional responses to change and guiding them towards a shared vision. -It consists of three stages: Ending, Neutral Zone, and New Beginning. Executives can use this model to articulate the current state ("Ending"), navigate the uncertainty and discomfort of change ("Neutral Zone"), and finally, inspire commitment to the new direction ("New Beginning") to the employees. Executives can engage employees in the change process: -To explain the rationale behind the change -Address resistance -Foster acceptance of the vision for change