5 Types of change management models you should know
Posted on Mar 20, 2022 at 09:03 PM
Change and organisational development are inevitable in the business world. If you want to make sure that change is going smoothly and successfully in your company, you need to use suitable change management models to ensure that all employees work together and pursue the same goal.
This article will learn about the most popular change management models in organisations, which have proved effective over time, and how you can use them in your organisational processes.
What is change management?
Managing change using a model of organisational change is a specific set of actions designed to help organisations achieve their goals.
The ultimate goal of change management is to help sustain changes in the company and create effective coping strategies and investments for development. Change management also helps the company and all members of the working group to see the desired point of success, development, and progress that can be achieved simply and effectively.
5 Types of change management models you should know
The following are several global models of change management that will help you lead change and development more effectively:
1-Lewin Change Management Model:
This change management model, developed by Kurt Lewin, divides this change process into three steps: unfreezing, changing and refreezing.
The first step of Lewin's model is to prepare by unfreezing by analysing the company's real-time state so that the immediate need for change can be understood and so that the enterprise can obtain the desired results.
Then comes the changing phase, which leads to the change by applying the plans developed for the change plan.
Finally, Lewin stresses the importance of refreezing to avoid negative results by developing a systems management strategy to measure success in reaching targets and ensure that change continues.
2-Kotter model for managing organisational change:
Change management expert John Cotter has devised a theory that focuses primarily on the people involved in making change and how they interact. John Kotter divided this change management theory into eight phases:
- Motivating staff and creating a culture of engagement to improve change management.
- Building a diverse team of skills, information, and experience capable of managing change.
- Defining a change management strategy to understand and realise a company's vision is crucial.
- Involvement and communication with the staff team with the company's management during the change management phase Addressing Constraints to Change Management.
- Split the change management plan into small, achievable objectives.
- Maintaining the evaluation of all operations during the process of implementing change management.
- Continue to achieve change management strategies to sustain evolution.
3- Adkar's change management model:
The ADKAR model for organisational change sets out five main objectives:
- Consciousness: ensure that all staff understand the need for change.
- Desire: all members of the team are pursuing the model of change.
- Knowledge: the division of tasks is proportional to all the people in the company so that everyone knows their mission.
- Capacity: ensure that all employees have the necessary skills to complete their tasks successfully.
- Enhancement: the leadership team will continue to follow up and evaluate the work to ensure that the new process is carried out successfully.
3- 7S Model, or MacKenzie model:
This model divides the change agenda into seven essential components of the change process that focus on:
- Change Change Management Strategy.
- Company organisational Structure .
- Organisation of business models and processes.
- Development of the corporate values and culture model.
- Business Method Management.
- Participation of staff in the Organisation.
- The skills of the employees of the company.
4- Model transition bridges:
This model emphasises the emotional interactions and changes that people experience in the context of the experience of organisational change.
The model consists of three phases through which companies must help guide employees:
- Termination, loss and abandonment: To deal with the first reaction to change that staff can face through resistance and discomfort.
- Neutral zone: When the change phase begins, some staff can remain stuck between abandoning the old situation and welcoming the new.
- New start: The new plan will be applied and maintained when persons enter the acceptance and rest phase.
Finally,
Change necessitates acclimating to new circumstances and doing things differently, and some people may resist change out of fear or a lack of knowledge about how to do things differently.
They may feel that their current way of working is easier or more comfortable for them, and that's called resistance to change. And here comes the role of the process of successfully managing change using the most influential models of change that we've shown you in this article.
If you're a company director or a department leader and seek change management in your workplace, you can attend change management training courses in London. They help you choose the most appropriate way to develop your company towards a smooth and straightforward realisation of its vision.
