IO CHANGE MANAGEMENT MODELS

Process Focus
 Kotter’s 8 step change model
 Lewin’s change model
 Deming’s cycle PDCA
 McKinsey’s 7s model

People Focus
 ADKAR Model of Change
 Nudge theory
 Satir change model
 Bridges transition model
 The change curve
 Maurer’s 3 levels of resistance

Process Focus Models

1. Kotter’s 8 step
- Create a climate for change: shared understating of the change you want to make
and why you want to make it
- Engage and enable the organization: engaging your team so that they are
empowered and enthusiastic about effecting change in the organization.
- Implement and sustain: pressing ahead after your successes to build momentum and
fully change within the organization

2. Lewin’s Model
- This model involves creating the desire to want to unfreeze the current status quo,
the desire to want to change things.
- Unfreeze: begin by preparing for the change
- Change: implement the change
- Refreeze: embed the change into the organization to solidify it
3. The PDCA cycle
- Tool that can help you continuously improve your services and organizational
processes
- 4 stage cycle that can be uses over and over again for continued improvement.
- Excellent tool for reaching any goal or introducing improvements
a. Plan: identify and understand issues, generate solutions and choose the best one
b. Do: implement the solution in a small scale (trial and error)
c. Check: check the results to see if they are what is it expected
d. Act: if the solution works

4. McKinsey 7s Model
- Is not a pure process model due to the fact that it contains also people focus model
- All areas are considered equally important
- All areas are interconnected so that one change in one area affects the other areas.
- No hierarchy, all areas are the same size
- Shared values in the middle indicate that the organizations values are central to all
elements, central to everything
- Hard S: Easy for managements to influence and change
- Soft S: woollier and more influenced by the culture of the organization.
People Focus
1. ADKAR Model
o Focuses in the individual level because the people in the organization need to
change first before an organization can change
o ADKAR stands for
- Awareness; of the need to change
- Desire; to support and take part in the change
- Knowledge; of how to change
- Ability; to implement the change
- Reinforcement; to sustain the change
2. Nudge Theory
- Based on the idea that people can be notched to make the right choice without
coersing them, or restricting their freedom of choice
- Works by leveraging the biased inherent and every human being to nudge people
towards exhibiting a desired change
- Cognitive bias
3. Satir Change Model
- Designed to help people improve how they cope with major unexpected change
- Was developed initially for family therapy, but a place to help people cope with
organizational change
- At the heart of the model is the conviction that it is always possible for things to get
better, however, this takes time, and things usually get worse before they get better
- 5 stages: late status quo, resistance, chaos, integration, new status quo
- The team’s performance can oscillate between the found set by the curve
4. Bridge Transition Model
- Enables you to understand and manage the human side of change more effectively
- 3 stage model help organizations manage change successfully by mapping out the
human response to change.
- The 3 stages are: (ending, losing, letting go) (the neutral zone) (the new beginning)
- ending, losing, letting go: allows people to let go and say goodbye to the old ways.
- the neutral zone: the in between time on the old is no more, but the new hasn’t
arrived.
- the new beginning: confusing time when people begin to engage in their new future,
but it all still seems new and very uncertain.

5. The Change Curve

- Helps us understand how people emotionally experienced a major destructive
change.
- Knowledge of this curve can help managers improve how they interact with those
undergoing change
 6. Maurer’s 3 levels of Resistance
- Based on the idea that people resist change to protect themselves from harm.
- Level 1 IDGI: people are missing the facts and figures they need to understand why
change is necessary.
- Level 2 IDLI: people experience an emotional response to change, and it’s difficult for
them to take on board new ideas when they’re in a fight or flight mode
- Level 3 IDLY: people are not resisting the change, but they don’t trust your ability to
deliver it

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