What are the different types of change models?

In today’s fast-paced world, change is inevitable. Whether it is a small change or a significant one, it is necessary to understand the various models of change. A change model is a framework that organizations use to bring about change in a structured and systematic way. It is important to choose the right model that fits the needs of the organization and is successfully implemented for the desired outcomes.

In this article, we will explore the different types of change models and how organizations can use them to achieve success.

Kotter’s 8-Step Change Model:

One of the most widely used change models is Kotter’s 8-step change model. Developed by Harvard Business School professor, John Kotter, this model is based on the belief that change is a process that involves several stages that must be followed carefully.

The eight steps are:

1. Create a sense of urgency: The first step is to convince stakeholders that change is necessary. It is essential to create a sense of urgency that will motivate people to take action.
2. Build a coalition: The second step is to build a coalition of like-minded people who will support the change initiative. This coalition should include people from different departments and levels of the organization.
3. Create a vision for change: The third step is to create a clear and compelling vision of what the organization will look like after the change is implemented.
4. Communicate the vision: The fourth step is to communicate the vision to everyone in the organization in a clear and concise manner.
5. Remove obstacles: The fifth step is to identify and remove any obstacles that may prevent the change from occurring.
6. Create short-term wins: The sixth step is to create short-term wins that will demonstrate the benefits of the change initiative.
7. Consolidate gains: The seventh step is to consolidate the gains made from the short-term wins and use them to achieve the long-term goals.
8. Anchor new approaches in the organization’s culture: The eighth step is to anchor the new approaches in the culture of the organization so that they become permanent.

Prosci’s ADKAR Model:

Another popular change model is Prosci’s ADKAR model. This model takes a more individual-centric approach to change, focusing on the mindset and behaviors of individuals in the organization.

ADKAR stands for:

1. Awareness: Awareness refers to an individual’s understanding of the need for change.
2. Desire: Desire refers to an individual’s willingness to participate in the change initiative.
3. Knowledge: Knowledge refers to an individual’s understanding of how to change.
4. Ability: Ability refers to an individual’s ability to implement the change.
5. Reinforcement: Reinforcement refers to an individual’s ability to maintain the change.

Prosci’s ADKAR model is best used for smaller projects and focuses on individual change. It is not recommended for larger projects where multiple individuals and departments are affected.

Lewin’s Change Model:

Lewin’s Change Model is a three-stage model that is best used for small-scale changes. The model is based on the following three stages:

1. Unfreeze: The first stage involves preparing the organization for change. This stage involves creating a sense of urgency, building a coalition, and communicating the vision.
2. Change: The second stage involves making the actual change. This stage involves implementing new processes, procedures, and behaviors.
3. Refreeze: The third stage involves stabilizing the organization after the change has been implemented. This stage involves anchoring the new approaches in the organization’s culture and reinforcing the new behaviors.

The Lewin’s Change Model is best suited for small-scale changes that do not affect the entire organization.

The McKinsey 7-S Model:

The McKinsey 7-S model is a change management model that focuses on the seven key elements of an organization that must be aligned for success. The seven elements include:

1. Strategy: The organization’s plan of action for achieving its goals.
2. Structure: The organization’s hierarchy and reporting relationships.
3. Systems: The organization’s technology and process infrastructure.
4. Shared values: The organization’s core values and beliefs.
5. Skills: The organization’s capabilities and competencies.
6. Staff: The organization’s human resources.
7. Style: The organization’s leadership style and culture.

The McKinsey 7-S model is best suited for large-scale changes that require a comprehensive evaluation of all aspects of the organization.

The Agile Model:

The Agile model is a change management model that is best suited for software development projects. It is a flexible and adaptive model that allows for changes to be made during the development process.

The Agile model is based on the following principles:

1. Individuals and interactions over processes and tools.
2. Working software over comprehensive documentation.
3. Customer collaboration over contract negotiation.
4. Responding to change over following a plan.

The Agile model is best suited for software development projects and should not be used for large-scale changes in other areas of the organization.

Conclusion:

In conclusion, it is essential for organizations to choose the right change model that fits their needs and ensure that it is executed successfully. Whether it is a small-scale change or a large-scale transformation, following a structured and systematic approach is vital. Change is inevitable, but with the right model and approach, organizations can achieve success and become more resilient in the face of change.