Change management models
Download as PPTX, PDF3 likes1,268 views
This document summarizes several common change management models: 1. It describes models like Kotter's 8 steps of change, Lewin's 3 stage model of unfreezing-changing-refreezing, the ADKAR model of changing individual needs, and Bridges' transition model of endings, neutral zones, and new beginnings. 2. It also outlines frameworks for analyzing factors like the McKinsey 7S model of strategy, structure, systems, and shared values, and the Burke-Litwin model relating transformational, transactional, and individual factors. 3. Each model provides a different lens for understanding change and transition at either the individual, group, or organizational level.
Change management models
- 1. Change Management Models 1 CM Models The Johari Window Kotter's Eight Phases of Change The ADKAR Change Model The McKinsey 7S Framework The Burke-Litwin Change Model Leavitt's Diamond Lewin's Three Stage Change Model Bridges' Transition Model Change Curve Model
- 3. Bridges' Transition Model 3 Endings Neutral Zone New Beginnings Time ProductivityDuringTransition › Shocked Angry › In Denial › Fearful › Sad › Confused › Disoriented › Frustrated › Skeptical › Apathetic › Excited › Energized › Committed Normal Productivity
- 4. The Burke – Litwin Change Model 4 External Environment Mission & Strategy Leadership Organizationa l Culture Structure Management Practices Systems (Policies & Procedures) Work Unit Climate Motivation Tasks & Indiv Skills Indiv Needs & Values Indiv & Orgn Performance Transformational Factors (long term levers) Transformational Factors (operational levers) Individual & Personal Factors (short term levers) Burke Litwin Casual Model of Organisation Performance & Change
- 5. Kotter's 8 step change model 5 0 0 0 0 0 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Create urgency Form a powerful coalition Create a vision for change Communicate the vision Empower action Create quick wins Build on the change Make it stick Creating the climate for change Engaging & enabling the organization Implementing & sustaining for change
- 6. Lewin's Three Stage Change Model 6 Unfreezing Changing Refreezing “Readiness to Change” › Educate (Everyone understands) › Inform (What, Why, When, How) › Consult (Seek views & ideas, allow thinking time, use others’ ideas ) › Plan (Objectives, resources, time- scales, measures, budgets) › Organise (Work plans) › Appoint (Leaders, managers, teams) “Implementation” › Praise › Encouragement › Recognition & Empathy › Coach › Train › Lead › Manage › Help & Guidance › Regular Feedback › Provide adequate resources “Making it Stick” › Set performance indicators › Monitor & evaluate performances › Establish systems to make it happen › Establish controls to check it is happening › Rewards for new behaviour › Sanction (or lack of reward) for old behaviour › A period of relative stability (consolidate) KEY ACTIVITIES
- 7. ADKAR Model 7 Business Need Concept & Design Implementation Post - Implementation Awareness Desire Knowledge Ability PhasesofaChangeProject Phases of Change for Employees Reinforcement ADKAR MODEL Successful Change
- 8. Bridge Transition Model 8 Ending Transitions New Beginning Uncertainty ExplorationSkepticism Commitment
- 9. Szpekman's Communication Framework 9 Managers Knowledge / Skill Emphasis › Competency Models › Hiring Processes › Orientation Programs › Training & Development › Feedback & Coaching › Talent Planning Measures › Performance Management › 360 degree Feedback › Employee Surveys › Performance Metrics & Benchmarks Rewards › Compensation Plans › Benefits › Recognition Programs › Promotions Structure / Process › Organization Structure › Career Paths › Policies & Procedures › Roles & Responsibilities › Tools & Support Leadership › Vision & Strategy › Agenda Items › Questions › Praise › Resources › Assignments › Symbolic Behavior Communication › Communication Plans › Print & Electronic Media › Face-to-Face Communication
- 10. Roger's Technology Adoption Curve 10 Innovators Early Adopters Early Majority Late Majority Laggards