Effectively managing change is critical for any business. While companies can certainly use their own approach, customizing a strategy to align with their needs and preferences, that isn’t always the easiest way to get a grip on change. Instead, beginning with one of the most-used change management models can be a simpler way to start.
Most of the frequently used change management models have stood the test of time for a reason. They’re capable and streamlined, allowing companies to focus with greater ease. Additionally, they have proven track records of success, giving businesses peace of mind.
If you’re looking for a change management strategy that will help your company stay on target, here is a look at the most-used change management models that you can use as a starting point.
Kotter’s Change Management Model
The Kotter’s change management model features eight stages and focuses heavily on how employees may respond to shifts in their environment, procedures, and more. Continuous communication is a significant part of this strategy, ensuring workforces feel informed, involved, and valued, increasing the rate of buy-in.
McKinsey 7-S Model
The McKinsey 7-S Model focuses on seven key organizational elements: strategy, structure, systems, shared values, style, staff, and skills. Each of those areas represents a critical point for goal achievement and change implementation success.
Along with “hard” elements that are easier to influence since they’re based on structures and well-defined concepts, this model discusses how to address “soft” elements that are harder to steer. By addressing both, it ensures a company’s approach is comprehensive, increasing the odds of success.
ADKAR Change Management Model
With the ADKAR (which stands for awareness, desire, knowledge, ability, and reinforcement) change management model, focusing on individuals first is crucial. This strategy relies on identifying skill gaps, eliminating hurdles, and other steps that make it easier for each employee, manager, and department to move forward, paving a path that the company as a whole can follow.
Kübler-Ross Five Stage Change Management Model
The inspiration for the Kübler-Ross change management model is actually the five stages of grief. It pays special attention to employee sentiment, including both their emotional responses to change and how to address their concerns through strategic communication and updating approaches.
Lewin’s Change Management Model
One of the simplest approaches available, Lewin’s change management model uses a three-stage structure: unfreeze, change, and freeze. It’s designed to create a straightforward framework to follow and a general flow for securing buy-in and promoting success.
Do You Need to Create Training to Help Your Workforce Embrace New Changes?
As you introduce change into the workplace, updating your training is often essential. It helps you reduce the learning curve for new implementations and increase your workforce’s comfort level with the latest processes.
At Clarity, we have nearly 30 years of experience in L&D, giving us the knowledge and expertise to update your training approaches efficiently. Plus, if you’re trying to expand your internal L&D team, Clarity can be your candidate search ally, connecting you with top talent right when you need them.