What are some common pitfalls or challenges when applying a change model or framework?

1 Choosing the wrong model or framework

One of the first challenges is to select a change model or framework that suits the specific context, goals, and stakeholders of the change project. There are many different models and frameworks available, such as Lewin's three-stage model, Kotter's eight-step process, ADKAR, and Prosci's change management methodology. Each of them has its own strengths, limitations, and assumptions, and may not be applicable or effective for every situation. Therefore, it is important to do a thorough analysis of the change needs, scope, and readiness, and compare the features and benefits of different models and frameworks, before choosing one.

2 Applying the model or framework rigidly

Another challenge is to avoid applying the chosen model or framework too rigidly or mechanically, without adapting it to the changing circumstances and feedback. Change models and frameworks are meant to provide a general direction and guidance, not a fixed recipe or checklist. They should be flexible and responsive to the realities and nuances of the change environment, and allow for adjustments and revisions as needed. For example, some steps or stages may need to be repeated, skipped, or modified, depending on the progress and outcomes of the change project. Therefore, it is important to monitor and evaluate the change process regularly, and use the model or framework as a reference, not a rule.

3 Ignoring the human side of change

A third challenge is to recognize and address the human side of change, which involves the emotions, attitudes, and behaviors of the people affected by the change. Change models and frameworks often focus on the technical and rational aspects of change, such as the vision, strategy, and actions, but neglect the psychological and social aspects, such as the resistance, fears, and needs of the change recipients. However, change can only be successful if the people involved are willing and able to embrace and support it. Therefore, it is important to communicate and engage with the stakeholders, understand and address their concerns and expectations, and provide them with the necessary support and resources to cope with the change.

5 Underestimating the complexity and uncertainty of change

A fifth challenge is to acknowledge and manage the complexity and uncertainty of change, which involves the multiple and interrelated factors, variables, and outcomes that influence and result from the change process. Change models and frameworks often simplify and linearize the change process, but neglect the unpredictability and variability of the change environment, such as the external and internal forces, opportunities, and threats that affect the change project. However, change can be chaotic and emergent, and may not follow a predetermined or expected path or result. Therefore, it is important to anticipate and prepare for the potential risks and challenges, and to be flexible and agile, to adapt and respond to the changing conditions and feedback.