Change models are systems or methods that organizations can use to handle and apply changes in an orderly way. Here are some change models that are often used:
Lewin’s Change Model: Psychologist Kurt Lewin came up with this model. It has three steps: unfreezing, changing, and refreezing. The first step is to make people feel like they need to act quickly and get ready for change. In the second step, the change is made and put into place. In the third step, the change is made more stable and a constant part of the organization.
Kotter’s 8-Step Change Model: This model was made by John Kotter, a professor at Harvard Business School. It has eight steps for handling change. These steps include building a sense of urgency, forming an alliance, creating a vision, sharing the vision, giving others the power to act on the vision, creating short-term wins, consolidating gains and making more change, and integrating new methods into the culture of the organization.
ADKAR Model: This model was made by Prosci, and it focuses on how each person handles change. Awareness, Desire, Knowledge, Ability, and Reinforcement are the letters that make up the word ADKAR. The model focuses on helping people understand why they need to change, building their desire and commitment to the change, giving them the information and skills they need to make the change, and supporting the change to make it a lasting part of their behaviour.
Bridge’s Transition Model: William Bridges made this model, which focuses on the mental parts of change. The model has three parts: the end, the middle, and the start. The first step is to let go of the past and things that are over. The second step is to move through the middle zone, which is full of doubt and misunderstanding. In the third step, you have to accept the new starts and move on.
By using a change model, organizations can have an organized way of managing change, which can help make sure that changes are made in a methodical and effective way. Each model has its own pros and cons, and the organization’s goals and the type of change being made will determine which model to use.
