Best Change Management Model

If you have ever experienced a change in an organization you most likely had thoughts about how the change was implemented. Simple things can sometimes set off resistance or negative reactions from people. Wouldn't it be nice if you had countered the impact of the change and were able to continue moving forward versus reacting to people who are shocked, resistant, or disoriented from what you are trying to implement?

In this post we will evaluate different change management models and depending on your change management needs we will discuss different ways of implementing change in your organization. To choose the right change management model you have to consider the perspective of individuals leaving the status quo and moving to the new business processes or environment.

When it comes to managing change in an organization, it is essential to consider different change management models that can help your team adjust and react accordingly. Creating and communicating a strategic vision or any change from the status quo in the organization may require you to leverage the power of a change management model. A change management framework or change management model can be a guide toward taking steps to minimize the negative impact that change can have on an organization.

Lewin's Change Management Model

In the 1940s Kurt Lewin created Lewin's Change Management Model. In this model, Lewin theorized that change requires a three-stage process: unfreezing, changing, and refreezing. Unfreezing is the process of creating the motivation to change, changing is the implementation of new behaviors or processes, and finally, refreezing is about anchoring new behaviors into organizational culture. A similar model to Lewin's model is the Bridges Transition model where it starts with the Current state, Neutral Zone, and ends in New Beginnings.

Both Lewin's Change Management Model and Bridges transition model are simplistic in nature and from my point of view they do not consider all of the things that need to be prepared ahead of time. Additionally, these simple models do not help you with managing your team through change. To better understand it might help to look at a picture of what we go through when we are moving from the status quo to a new process or environment.

Kübler Ross Change Curve

The Kübler Ross change curve illustrates how people can move through the different stages of the emotional states of change. In any type of change, you may find people that are shocked, in denial, frustrated or depressed. You want your team to go through these phases of change as quickly as possible so that they can get to the far end of the curve which ends in experiment, decision, and integration. Throughout each of the phases of change, your method of approach for your team that is going through the change process needs to adapt to where they are in the curve.

Most Popular Change Management Models

In 1995 Kotter introduced Kotter's 8-Step Change Model for successful organizational change. This model takes into account the Kübler Ross change curve and implements a change management strategy that helps teams move from the current state to the future state. Kotter’s model has eight steps: create urgency, form a powerful coalition, create a vision for change, communicate the vision, empower employees to act on the vision, plan for short-term wins, consolidate improvements and institutionalize changes. The Kotter model requires strong leadership in order to succeed as it focuses on communication and motivation.

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