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Change Management Models

Change Curve Model The Johari Window

Bridges' Transition Model Kotter's Eight Phases of Change

CM Models
Lewin's Three Stage Change Model The ADKAR Change Model

Leavitt's Diamond The McKinsey 7S Framework

The Burke-Litwin
Change Model
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Mckinsey 7S Framework

Strategy

Skills Structure

Shared
Values

Style Systems

Staff
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Bridges' Transition Model

Normal Productivity
Endings Neutral Zone New Beginnings
Productivity During Transition

› Confused
› Disoriented
› Frustrated
› Skeptical
› Apathetic
› Shocked Angry
› In Denial › Excited
› Fearful › Energized
› Sad › Committed

Time
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The Burke – Litwin Change Model

External
Environment

Transformational Factors Mission & Organizationa

Leadership
(long term levers) Strategy l Culture

Transformational Factors Management Systems

Structure (Policies &
(operational levers) Practices Procedures)

Work Unit
Climate
Individual & Personal
Factors (short term levers)
Tasks & Indiv Indiv Needs &
Motivation
Skills Values

Indiv & Orgn

Burke Litwin Casual Model of Performance
Organisation Performance & Change
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Kotter's 8 step change model

Implementing
& sustaining
for change
0 8
Step
Engaging &
enabling the 0 Make it stick
Step 7
organization
0 Build on the change
Step 6

0 Create quick wins

Creating Step 5
the climate Empower action
0
for change Step 4

Step 3
Communicate the vision

Create a vision for change

Step 2

Form a powerful coalition

Step 1

Create urgency
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Lewin's Three Stage Change Model

KEY ACTIVITIES

Unfreezing Changing Refreezing

“Readiness to Change” “Implementation” “Making it Stick”

› Educate (Everyone understands) › Praise › Set performance indicators

› Inform (What, Why, When, How) › Encouragement › Monitor & evaluate performances
› Consult (Seek views & ideas, allow › Recognition & Empathy › Establish systems to make it
thinking time, use others’ ideas ) › Coach happen
› Plan (Objectives, resources, time- › Train › Establish controls to check it is
scales, measures, budgets) › Lead happening
› Organise (Work plans) › Manage › Rewards for new behaviour
› Appoint (Leaders, managers, teams) › Help & Guidance › Sanction (or lack of reward) for
› Regular Feedback old behaviour
› Provide adequate resources › A period of relative stability
(consolidate)
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ADKAR Model

ADKAR MODEL
Post - Implementation
Successful
Phases of a Change Project

Change

Implementation

Concept & Design

Business Need

Awareness Desire Knowledge Ability Reinforcement

Phases of Change for Employees

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Bridge Transition Model

Ending Transitions New Beginning

Uncertainty
Commitment

Skepticism Exploration
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Szpekman's Communication Framework

Communication Knowledge / Skill Emphasis

› Communication Plans
› Competency Models
› Print & Electronic Media
› Hiring Processes
› Face-to-Face Communication
› Orientation Programs
› Training & Development
› Feedback & Coaching
› Talent Planning

Leadership Measures
› Performance Management
› Vision & Strategy
› 360 degree Feedback
› Agenda Items
› Employee Surveys
› Questions
› Performance Metrics & Benchmarks
› Praise
› Resources Managers
› Assignments
› Symbolic Behavior

Structure / Process Rewards

› Organization Structure › Compensation Plans
› Career Paths › Benefits
› Policies & Procedures › Recognition Programs
› Roles & Responsibilities › Promotions
› Tools & Support
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Roger's Technology Adoption Curve

Innovators Early Adopters Early Majority Late Majority Laggards