Three Types of Change Management Models (How to Pick & Activation Tips)

Change is an inevitable part of life. From the weather to unexpected events, everything is in constant flux. In the workplace, change can be particularly beneficial, driving innovation and growth. 

However, without the right planning and preparation, changing entire organizational structures can be tricky. This is where change management models come into play. These models provide a robust framework to help organizations navigate transitions smoothly and effectively.

Discover three of the most common types of change management models and how to implement them effectively. 

What is Change Management?

Change management is a structured approach to transitioning individuals, teams, and organizations through any organizational evolution. Instead of stumbling through change, these structured approaches provide a clear, proven framework to navigate the process. 

Think of it as a well-crafted playbook that blends key concepts, theories, and methodologies into a seamless strategy for planning and executing change. These research-backed approaches help employees embrace and adapt to significant changes, making transitions smooth and establishing new standards simple. 

By using these models, organizations reduce risks while also dramatically increasing their chances of a successful transformation.

Why Change Management Models Are Useful

Change is an inevitable part of any organization's journey. Whether you're rolling out new technology, restructuring teams, or shifting company culture, navigating these transitions smoothly can be challenging. 

This is where change management models come into play. These frameworks are not just helpful — they're essential for guiding your organization through the complexities of change. Here’s why:

1. A Structured Approach

Change management models provide a clear, step-by-step framework for managing transitions. Instead of winging it, these models offer a systematic plan that outlines each phase of the change process. This structured approach ensures that nothing is overlooked and that every aspect of the transition is carefully managed.

2. Minimizing Resistance

Resistance to change is natural, but it can derail even the best-laid plans. Change management models help anticipate and address potential resistance by offering strategies to manage concerns and objections. By proactively addressing these issues, you create a more accepting environment and increase the likelihood of a smoother transition.

3. Enhancing Communication

Effective communication is crucial during any change process. Change management models provide guidelines for communicating the reasons for the change, its benefits, and its impacts. Clear, consistent communication helps to reduce uncertainty and gain buy-in from stakeholders, making the transition easier for everyone involved.

4. Ensuring Consistency

Consistency across departments and levels is key to successful change. Structured models help ensure that change processes are uniformly applied, aligning efforts across the organization. This cohesion helps in achieving a more unified transition and prevents fragmentation of the change process.

5. Increasing Success Rates

Research-based change management models are designed to boost the likelihood of successful implementation. By following best practices and avoiding common pitfalls, these models enhance the overall success rate of change initiatives. They provide a proven framework that improves the odds of achieving the desired outcomes.

6. Facilitating Training and Support

Successful change often requires new skills and knowledge. Change management models help identify training needs and provide the necessary support to employees. This ensures that everyone is equipped to handle new processes or systems, building confidence and competence throughout the organization.

7. Monitoring and Adjusting

No plan is perfect from the start. Change management models include mechanisms for monitoring progress and making adjustments as needed. This ongoing evaluation allows you to address issues promptly and ensure that the change sticks, making it easier to achieve long-term success.

Adopting a change management model isn't just about following a set of procedures—it's about setting your organization up for success in an ever-evolving environment. By embracing these frameworks, you empower your team to adapt confidently and ensure that changes lead to lasting, positive outcomes.

The Three Types of Change Management Models

Model 1: Lewin's Change Management Model

First up is Lewin’s model, one of the most popular models for one big reason: it’s simple. There are just three steps to the Lewin model to help you get change rolling at your company. Here’s how it works: 

Step 1: Unfreeze

This stage is preparation where you analyze how things are going and then prepare to change that. It’s called the “unfreeze” stage because you’re stopping your current status quo to get it ready to shift. It’s also the stage to let everyone at your company know about the changes moving forward and what’s expected. 

Step 2: Change

After you’ve prepared, your team will implement the adjustments. One way to make the most of this stage is to communicate regularly with everyone. Doing so helps each team know what they need to do and how something will affect them. 

Step 3: Freeze

With your new change in place, you “freeze” the new status quo into place. The goal in this phase is to avoid falling back into old habits and instead solidify changes moving forward. 

Lewin’s model creates a slower transition period. It spreads adjustment out over time to try and makes it easier to adopt. 

How It Can Be Applied

Here’s a hypothetical example for how the Lewin’s model can be applied. Let’s say your organization is looking to implement unlimited paid time off as a new benefit for your employees. That can be a big adjustment for some people because it’ll change how vacation time is managed. Using Lewin’s model can help you navigate that. 

First, you “unfreeze” the current vacation time policy and communicate to all members of the organization what unlimited PTO is and how it works. You might consider offering special training for managers, so they know how to lead out with their teams. You also communicate when the change will kick in. 

Once the groundwork is set, you put the new policy into place. Then you hit “freeze” and keep all vacation time working as unlimited PTO, while also providing support and answering questions as your team moves forward. 

Model 2: Kotter's Eight-Step Change Model

Harvard professor John Kotter has a second change management model for you to consider: Kotter’s Eight-step change model. The focus of this model is the people involved in the change and the psychology they might be experiencing through the process. Kotter breaks down organizational shifts into eight simple steps: 

Step 1: Urgency

Create a sense of urgency to inspire action. This can be done by explaining the consequences of not making this particular change. For example, you could highlight how the industry is shifting to a new way of marketing. Showing this to your teams can help inspire urgency to change to match the rest of the industry. 

Step 2: Structure

Build a guiding coalition—or a change team with leaders and change agents of various skills and departments. Essentially, set up a strong structure of people who will help your team prepare people and then implement the change. 

Step 3: Vision

Form a strategic vision for what you want to accomplish with this change. Establishing what the purpose is can help you explain to people what the value is of making this change and help you gain support. 

Step 4: Volunteer Army

Enlist a volunteer army of people who want to help make the process simple. This is where you make use of the people who understand the power of change. They can help explain to their peers why this might be the right move.  

Step 5: Remove Barriers

Enable action by removing challenges that might inhibit change. That might include creating a channel of communication to avoid any misunderstandings. Or it could involve holding training on how a new policy will work to ensure everyone has an opportunity to learn more. 

Step 6: Short-Term Wins

Create short-term wins to break your change management plan into achievable steps. These quick accomplishments can help your team and your volunteer army feel like they’re succeeded. That helps them stay motivated. 

Step 7: Momentum

Sustain acceleration and keep up the momentum throughout the process of implementation. This could include sharing progress updates to illustrate how far your company has come. 

Step 8: Change

Institute change after the initial project is complete. Since the change itself is the last step, your employees are more likely to be ready for it. 

This model is more focused on preparing your team for the changes ahead and removing obstacles that might make it more difficult. 

How It Can Be Applied

Kotter’s model has been used to help shift company culture. For example,  the company Intel used Kotter’s model to incorporate a culture of more robust values. To do this, HR managers helped the team understand why changes in company culture were so important and removed any barriers hurting the current culture (like a lack of diversity). The company experienced great success and created a more inclusive environment for everyone. 

Model 3: ADKAR Model for Individual Change

The ADKAR Model for Individual Change was created by Jeff Hiatt, the founder of Prosci, and has five phases: 

Step 1: Awareness

Help everyone understand the need for change and why it’s important now. 

Step 2: Desire

Next, you show why these individuals want this shift. That can help them be more supportive through the process. 

Step 3: Knowledge

Then you can provide the information each person needs on how to accomplish their part of the change process. This could be done through announcements or individual discussions.

Step 4: Ability

After that, it’s time to make sure all workers have the skills and training they need to successfully do their part. That might mean taking time to implement more training.

Step 5: Reinforcement

Once you implement change, continue to work with employees and stakeholders to make sure they stay on top of doing things the new way. 

This model highly values employee contributions along the path to change, which can improve success. 

How It Can Be Applied

This model is particularly useful for individual changes. In fact, the company Prosci even recommends using this model as a people-facing manager to help team members and managers work through their own changes. HR managers could find this model helpful for training managers and supervisors to make appropriate changes in their leadership styles. 

Selecting the Right Change Management Model

Choosing the right change management model for your organization can feel like navigating a maze, but with a clear approach, you can find the perfect path. Here’s how to make an informed choice:

1. Start with Your Needs

Think of your organization’s needs as the compass for your journey. Whether you’re rolling out new technology, reshaping company culture, or restructuring teams, identify the specifics of your change. This will guide you in picking a model that aligns with your goals and challenges.

2. Match the Model to Your Culture

Every organization has its own vibe. Which of the three models — Lewins, Kotter’s or the ADKAR model — resonates with your company’s culture? A top-down model might suit a hierarchical structure, while a collaborative approach could be better for a more flat or team-oriented environment.

3. Gauge the Complexity

The complexity of your change will influence the model you choose. Simple tweaks might need a basic model, while major transformations may require a detailed, multi-step approach to guide you through the process.

4. Learn from the Past

Reflect on previous change efforts within your organization. What strategies worked? What didn’t? Use these lessons to guide your selection, aiming to replicate successes and avoid past mistakes.

5. Engage Key Players

Involve key stakeholders early in the decision-making process. Their insights and buy-in are crucial for successful implementation. Plus, they can provide valuable feedback on which model might work best.

6. Test and Tweak

Before you fully commit, consider piloting the chosen model on a smaller scale. This trial run allows you to see how it performs and make any necessary adjustments. It’s a great way to ensure the model fits your organization perfectly.

By following these steps, you’ll be well-equipped to choose a change management model that not only meets your needs but also sets your organization up for a successful transformation.

Tips for Implementing Change Management Models Effectively

Each of the models can work for different situations and organizations. Before selecting one for your team, consider these tips on how you might use them well: 

Tip 1: Build a Strong Change Management Team

Take some time and choose a great team to lead out on changes. Dedicating a group to these adjustments means you’ll have individuals who are responsible for ensuring success. A strong team will be one with diversity and a variety of perspectives. 

Tip 2: Communicate to Engage Stakeholders 

When implementing a new approach, you’ll have stakeholders involved. Take some time to consider what’s important to these different people and organizations and how you can communicate the benefits of the change to that group. 

Tip 3: Overcome Resistance to Change

You will most likely run into some difficulties. Change is hard for most people and can even make them feel “stupid.” Communicating the benefits and how the change will work can help you overcome this resistance. Providing support during and after the shift can also be helpful. 

Tip 4: Monitor Progress and Measure Success

Once you implement a change, the game isn’t over. Take time to monitor progress and measure success to see if your change is working (and if it’s not, why). 

Supporting Your Teams through Change with Wellness Programs

Organizational shifts can stir up uncertainty and drive up turnover, but there’s more to keeping your team engaged than just managing transitions. Wellness programs are a powerful tool in this effort!

These programs signal that you genuinely care about your employees' wellbeing, making them more likely to stay committed to your company. Companies that embrace wellness see remarkable results: better talent retention and reduced management costs. In fact, Wellhub research reveals that 85% of HR leaders with wellness initiatives report lower talent management expenses.

By investing in wellness, you not only boost your team’s morale but also solidify your organization’s stability. Ready to see how wellness programs can make a real difference? 

Connect with a Wellhub Wellbeing Specialist to unlock a healthier, happier workplace!

You May Also Like:

• How to Spark Culture Change in an Organization
• 10 OD Interventions to Overhaul Outdated Processes
• Seven Organizational Effectiveness Models (And Tips for Improvement)
   

References 

• Ball, K. (n.d.). 4 Advanced Applications of the ADKAR Model. Prosci. Retrieved July 31, 2023 from https://www.prosci.com/blog/4-advanced-applications-of-the-adkar-model.  
• Hicks, K. (2022, May 2). Top 8 change management models: A comparison guide. Zendesk. Retrieved July 31, 2023 from https://www.zendesk.com/blog/change-management-models/.  
• Indeed. (2022, September 30). Why Is Change Important in an Organization? (And How To Encourage It). Indeed. Retrieved July 31, 2023 from https://www.indeed.com/career-advice/career-development/why-is-change-important-in-organization#:~:text=Encouraging%20innovation%3A%20The%20process%20of,on%20which%20skills%20to%20develop. 
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• Kotter. (n.d.). The 8 Steps for Leading Change. Kotter Inc. Retrieved July 31, 2023 from https://www.kotterinc.com/methodology/8-steps/.  
• Mulholland, B. (2023, January 1). 8 Proven Change Management Models to Scale Like a Pro. Retrieved July 31, 2023 from https://www.process.st/change-management-models/.  
• Rock. D. & H. Grant. (2016, November 4). Why Diverse Teams Are Smarter. Harvard Business Review. Retrieved July 31, 2023 from https://hbr.org/2016/11/why-diverse-teams-are-smarter.  
• Sharma, K. (2022, September 5). 10 Proven Change Management Models in 2023. WhatFix. Retrieved July 31, 2023 from https://whatfix.com/blog/10-change-management-models/.