How do you choose the right change management framework or model for your context?

The element of ADKAR that resonates with me the most is the fact that it highlights the importance of an individual's journey through change. This has been the missing piece for so many change managers to take them from "good" to "great." Coupled with the notion that change, as a function of the people involved, is complex, have been crucial additions to my change management toolkit and has helped design the approach I use in my practice today.

The change management model you choose depends on which aspect of the change you are choosing it for. ADKAR is great to communicate and engage with stakeholders and align their capability with the go live. Kotters is a great engagement methodology as well. McKinseys is great to design organisational structure changes, and not so much an engagement approach. Appreciative Inquiry is a great method to design change as well as being stakeholders along the journey, it doesn’t get into detail about the human response to change, rather steps to take to engage people. All these models are beneficial, however none are standalone in my opinion and need to be balanced by other approaches to obtain a holistic and effective approach to change.

I like the simplicity and flexibility of this model. It works across different categories of organizational change - structure, culture, procedure and so on. But be careful not to rush through each of the phases. The simplicity of the model can blindside even the most experienced of us

As obvious as it may come across to many, it's so refreshing how simple this framework is, and also in how much it follows the nature of water. For anyone new to actively seeking to be a change agent, no need to look beyond Lewin's change model, if what you want is a simple, beginner-friendly framework that comes without any complex processes. Of course, this is all just my personal opinion. Simply put, I love this one. "...Be water, my friends" - Bruce Lee

Most organisations start with the beginning rather than finishing with it and Bridges' model is a great way of encouraging a rethink of that approach. If we can reorder the process and allow for the process of human processing and response BEFORE the change, preferably more than 5 minutes before, then we are far more likely to get a better response. And in the neutral zone is the individual’s and the organisation’s best chance for creativity, renewal and development - which sometimes means changes to the change to improve it! I really like Bridges' for both teams and leaders to create more space for response and support for change.