Founding Fathers Of Change Management

Who are the Founding Fathers of Change Management? Who are the top thought leaders on Change Management?

1. Elton Mayo (1880-1949): A pioneer in the field of organizational behavior, Mayo conducted the famous Hawthorne Studies in the 1920s, which highlighted the role of human factors in organizational performance and the importance of considering social and psychological aspects of change in the workplace.
2. Kurt Lewin (1890-1947): Known as the "father of modern social psychology," Lewin developed the "Unfreeze-Change-Refreeze" model, which is still widely used in change management today. He emphasized the importance of understanding human behavior and the need to unfreeze existing mindsets and behaviors before implementing change.
3. W. Edwards Deming (1900-1993): A renowned management consultant and quality guru, Deming's work on Total Quality Management (TQM) and the Plan-Do-Check-Act (PDCA) cycle has been applied to change management, particularly in the context of process improvement and quality initiatives.
4. Richard Beckhard (1918-1999): A management consultant and author, Beckhard is often credited with coining the term "organization development" (OD), which is a systematic approach to managing change in organizations. His work on OD and change management has been influential in developing various change models and interventions.
5. Chris Argyris (1923-2013): A prominent management theorist, Argyris's work on "double-loop learning" and "organizational learning" has contributed to our understanding of how organizations and individuals can learn from their experiences and adapt to change in a continuous and sustainable manner.
6. Edgar Schein (1928-2023): A leading expert on organizational culture, Schein's work on "organizational culture and leadership" has been influential in understanding the role of culture in shaping organizational change. He emphasized the importance of understanding and managing organizational culture as a critical factor in successful change efforts.
7. Rosabeth Moss Kanter (1943): A renowned organizational theorist and Harvard Business School professor, Kanter's work on "empowerment," "tokenism," and "resistance to change" has contributed to our understanding of how individuals and organizations respond to change, and the need for addressing power dynamics during change initiatives.
8. Peter Senge (1947): A systems thinking pioneer, Senge's work on the "Learning Organization" and his book "The Fifth Discipline" has had a significant influence on change management. He emphasized the importance of building a culture of continuous learning and adapting to change as a core organizational capability.
9. John Kotter (1947): A renowned Harvard Business School professor and author, Kotter developed the "8-Step Change Model" which has become a popular framework for managing change in organizations. He stressed the need for strong leadership, communication, and engagement with stakeholders during change efforts.
10. William Bridges (1933-2013): A renowned author and consultant, Bridges is known for his work on managing transitions during organizational change. He developed the "Transition Model" which emphasizes the psychological and emotional aspects of change, and the need to manage endings, neutral zones, and new beginnings during the change process.
11. Daryl Conner (1945): Daryl Conner is a renowned change management consultant and author, known for his pioneering work in the field of change management. He has authored several books, including "Managing at the Speed of Change" and "Leading at the Edge of Chaos," which provide practical frameworks and strategies for leading successful change initiatives.
12. Todd Jick (1943): Jick's "Managing Change: Cases and Concepts" included topical case studies and a chapter titled "Implementing Change" in which he shed light on the common pitfalls and introduced his Ten Commandments of Implementing Change. His work provides practical insights and frameworks for understanding and managing change in organizations.
13. Jeanenne LaMarsh (1943): LaMarsh's work, "Changing the Way We Change," developed concepts around the importance of the ability to change, the mitigation of resistance, and the enabling frameworks for supporting change.
14. William "Bill" Hiatt (1947–2020): A renowned change management consultant Prosci founder, and author who has made significant contributions to the field of change management. He is known for developing the "ADKAR” model.
15. Linda Ackerman Anderson, Ed.D. (1951): A change management consultant and author, has developed the "Conscious Change Leadership" approach, which focuses on aligning the individual and collective consciousness of an organization during change.
16. Dave Ulrich (1953): A renowned organizational theorist and management consultant, Ulrich is known for his work on human resources and organizational change. He has authored numerous books on HR and change management, and his contributions have focused on aligning HR practices with organizational strategy, leadership development, and creating agile and adaptable organizations.
17. John M. Fisher (?): In his book "Personal Change Through Self-Help Concepts and Techniques," Fisher introduced the concept of the "personal transition curve" as a framework for understanding the emotional and psychological journey individuals go through during times of change, providing valuable insights for managing individual reactions to change.

Please note that this list is not exhaustive, as there are many other influential figures in the field of change management who have contributed significantly to the understanding and practice of managing change in organizations. However, these figures have made significant contributions and have had a lasting impact on the field of change management. Further, the field of change management is dynamic, and new thought leaders, models, and concepts will continue to emerge.