What are the different change management models and which one is best suited for your organization?

1 Lewin's Three-Stage Model

One of the oldest and simplest change management models is Lewin's three-stage model, which proposes that change involves three steps: unfreeze, change, and refreeze. Unfreeze means creating a sense of urgency and readiness for change, change means implementing the desired changes, and refreeze means stabilizing and reinforcing the new state. This model is easy to understand and apply, but it may oversimplify the complexity and dynamics of change, and it may not account for the possibility of resistance or feedback.

2 Kotter's Eight-Step Model

Another well-known change management model is Kotter's eight-step model, which builds on Lewin's model and adds more detail and guidance. The eight steps are: create a sense of urgency, build a guiding coalition, form a strategic vision and initiatives, enlist a volunteer army, enable action by removing barriers, generate short-term wins, sustain acceleration, and institute change. This model is comprehensive and action-oriented, but it may also be too rigid and linear, and it may not address the emotional and cultural aspects of change.

3 ADKAR Model

The ADKAR model is a change management model that focuses on the individual level of change, rather than the organizational level. ADKAR stands for awareness, desire, knowledge, ability, and reinforcement. These are the five elements that each person needs to successfully change their behavior and adopt the new way of doing things. This model is useful for assessing the readiness and barriers of change at the individual level, but it may not capture the interdependencies and interactions between individuals and groups.

4 Bridges' Transition Model

The Bridges' transition model is a change management model that emphasizes the psychological and emotional aspects of change, rather than the technical and operational aspects. It distinguishes between change, which is the external event or situation that requires adjustment, and transition, which is the internal process of letting go of the old and embracing the new. The transition model consists of three phases: ending, losing, and letting go; the neutral zone; and the new beginning. This model is helpful for understanding and addressing the human side of change, but it may not provide enough guidance and structure for the practical side of change.

5 McKinsey 7S Model

The McKinsey 7S model is a change management model that analyzes the alignment and coherence of seven elements of an organization: strategy, structure, systems, shared values, skills, style, and staff. The idea is that these elements are interrelated and interdependent, and that any change in one element will affect the others. The model is useful for diagnosing the current state of an organization and identifying the gaps and inconsistencies that need to be addressed by change. However, the model may not specify how to implement and measure the change, and it may not account for the external factors and forces that influence the organization.

How to choose the best change management model for your organization

There is no one-size-fits-all change management model that works for every organization and every situation. The best change management model for your organization depends on various factors, such as the type, scope, and urgency of the change, the culture and readiness of the organization, the resources and capabilities available, and the goals and outcomes desired. Therefore, you need to evaluate the strengths and weaknesses of each model, and adapt and customize them to suit your specific needs and context. You may also combine and integrate different models to create a hybrid approach that covers all the aspects of change. The most important thing is to have a clear vision and strategy for change, and to communicate and engage with your stakeholders throughout the process.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?