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How do you explain your change model to stakeholders and team members?

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Change management is the process of guiding people and organizations through transitions, such as new strategies, technologies, structures, or cultures. A change model is a framework that helps you plan, communicate, and implement your change initiatives effectively. But how do you explain your change model to stakeholders and team members who may have different perspectives, expectations, and concerns? Here are some tips to help you:

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1 Know your audience

Before you present your change model, you need to understand who you are talking to and what they care about. Different stakeholders and team members may have different roles, interests, and levels of involvement in the change process. For example, senior leaders may want to see the strategic vision and the business case, while frontline staff may want to know how the change will affect their daily work and what support they will get. You can use tools like stakeholder analysis or empathy maps to identify and prioritize your audience segments and tailor your message accordingly.

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2 Choose your model

There are many change models to choose from, such as ADKAR, Kotter's 8-step model, Lewin's 3-stage model, or Bridges' transition model. Each model has its own strengths, limitations, and assumptions. You should choose a model that suits your change context, goals, and culture, and that you can explain clearly and convincingly. You should also be prepared to justify why you chose that model over others, and how it aligns with your organization's values and vision.

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Gijsbertus J.J. van Wulfen

Innovation keynote speaker, Number One Thought Leader Design Thinking 2024, LinkedIn Top Voice helping you and your organisation, to become amazing innovators with keynotes, workshops, and a proven innovation method.
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Use these 5 CHANGE MODELS 1. The Bridges' Transition Model states that change requires individuals to go through 3 stages: endings, the neutral zone, and new beginnings. 2. Kotter's 8-Step Model: create urgency, form a coalition, develop a vision, communicate the vision, empower employees, create quick wins, consolidate improvements, and institutionalize new approaches. 3. Lewin's Change Model proposes a 3-step process: unfreeze, change, and refreeze. 4. The ADKAR Model emphasizes 5 outcomes: awareness of the need, desire to support, knowledge of how to change, ability to implement, and reinforcement to sustain. 5. McKinsey's 7-S Model highlights 7 factors for change: strategy, structure, systems, skills, staff, shared values, style.

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3 Simplify and visualize

A change model can be complex and abstract, especially if it involves multiple phases, steps, or elements. To make it easier for your audience to understand and remember, you should simplify and visualize your model as much as possible. You can use diagrams, charts, icons, or metaphors to illustrate your model and show how it relates to your change situation. You can also use stories, examples, or testimonials to demonstrate how your model works in practice and what benefits it can bring.

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Levi Roberts, M.A.

Disney Technical Entertainment Manager - EPCOT Nighttime Spectaculars. Leader. Multipotentialite.
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The term visualize says it all! Be sure to take time to appropriately get the buy in of all people impacted by changes. Specifically by developing a mission that your people can get behind. Something simple that make sense and gets to the core of the apple. A message that people can see how their contributions lead to. Repeat it out loud, over and over. Apply it in conjunction with any of the models listed here for success.

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4 Address resistance and feedback

One of the biggest challenges of explaining your change model is dealing with resistance and feedback from your audience. Resistance can stem from fear, uncertainty, distrust, or inertia. Feedback can be positive or negative, constructive or destructive. You should anticipate and acknowledge the potential sources of resistance and feedback, and address them with empathy, honesty, and respect. You should also invite and encourage questions, comments, and suggestions from your audience, and use them as opportunities to clarify, refine, or improve your model.

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5 Follow up and reinforce

Explaining your change model is not a one-time event, but an ongoing process. You should follow up and reinforce your model regularly throughout the change journey. You can use various channels and methods, such as emails, newsletters, meetings, workshops, webinars, or podcasts, to remind your audience of your model and update them on the progress and outcomes of your change initiatives. You should also celebrate and reward the achievements and contributions of your stakeholders and team members, and solicit and act on their feedback to enhance your model and your change management practice.

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6 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?

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Change Management

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How do you explain your change model to stakeholders and team members?

1

2

3

4

5

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1 Know your audience

2 Choose your model

3 Simplify and visualize

4 Address resistance and feedback

5 Follow up and reinforce

6 Here’s what else to consider

Change Management

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How do you explain your change model to stakeholders and team members?

1

2

3

4

5

6

1 Know your audience

2 Choose your model

3 Simplify and visualize

4 Address resistance and feedback

5 Follow up and reinforce

6 Here’s what else to consider

Change Management

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