Having around 30 years experience in change management, my mission has been to help people and organisations deal with the complexities of change. This is a mission shared by many researchers, practitioners, analysts, project professionals, consultants, academics and business leaders. To support this mission, various models and frameworks have been developed by experts in the field.
Many experienced change professionals will work with their own combination, touching on bits and pieces from each model; over time having developed a personal toolkit from years of practical application. For those just starting out in change management, it can be confusing to separate the concept of delivering change from the methodologies or processes by which change can be managed.
Effective change management is crucial for guiding organisations to get through their transitions smoothly and ensure successful outcomes. Naturally, methodologies are very useful, albeit they are not a blanket solution to every change management challenge.
In this article, we touch on some of the most popular models, including Kotter's 8-Step Change Model, Lewin's Change Management Model, and Prosci's ADKAR Model, and may even share some things you might not know about these popular change management frameworks.
Kotter's 8-Step Change Model
Developed by Harvard Business School professor John Kotter, this model provides a systematic approach to managing change. It consists of eight steps that were originally sequential and later updated to be iterative. Kotter's model emphasises the importance of strong leadership, clear communication, and employee engagement throughout the change process.
For more detail, have a look at our series on Kotter here:
War Stories with Kotter
War Stories with Kotter, Part 1: Institute Change
War Stories with Kotter, Part 2: Enlist a Volunteer Army
War Stories with Kotter, Part 3: Build a Guiding Coalition
War Stories with Kotter, Part 4: Form a Strategic Vision
War Stories with Kotter, Part 5: Create a Sense of Urgency
War Stories with Kotter, Part 6: Generate Short Term Wins
War Stories with Kotter, Part 7: Enable Action by Removing Barriers
Lewin's Change Management Model
Kurt Lewin, a physicist and social scientist, introduced this three-step model for managing organisational change. The model consists of unfreezing, changing, and refreezing stages. Unfreezing involves preparing the organisation for change by creating awareness of the need for change and reducing resistance. The changing stage involves implementing the desired changes effectively. Finally, the refreezing stage involves stabilising the changes and integrating them into the organisation's culture. Lewin's model highlights the importance of understanding the existing dynamics within an organisation and the need for gradual, systematic change.
What you might not know is that the Prosci ADKAR model is conceptually related to Lewin. Lewin's model offers a simple, three-stage process (Unfreeze, Change, Refreeze) that focuses on the overall process of organisational change. It emphasises the need to prepare for change, implement it, and then solidify the new state. Prosci ADKAR Model is considered a more granular, individual-focused model with five sequential steps (Awareness, Desire, Knowledge, Ability, Reinforcement) that go into the specific elements needed for individuals to successfully adopt change.
Prosci's ADKAR Model
The ADKAR Model, developed by Prosci, a leading provider of change management solutions, focuses on individual change management. It consists of five sequential stages: awareness, desire, knowledge, ability, and reinforcement. According to the model, individuals must first become aware of the need for change, then develop a desire to support it. They must acquire the knowledge and skills necessary to implement the change successfully, followed by the ability to apply those skills effectively. Finally, reinforcement mechanisms are put in place to sustain the change over time. The ADKAR Model emphasises the importance of addressing individual concerns and building their capability to adapt to change.
Things you might not know about Change Management Frameworks
Change management models and frameworks provide valuable guidance and structure for organisations steering through transitions. Whether it's Kotter's 8-Step Change Model, Lewin's Change Management Model, or Prosci's ADKAR Model, each offers unique insights and approaches to managing change effectively.
By understanding and leveraging frameworks, organisations can enhance their change management capabilities and increase the likelihood of successful outcomes.
Ultimately, the key lies in a skilled practitioner selecting the most appropriate tool for the specific needs and context of the organisation, and adapting it as necessary to drive positive change. Book in a free briefing session with Agencia Change to discuss your change management needs.
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