Organizational Change Management Models

Organizational Change Management (OCM)

Organizational Change Management (OCM) is a strategic, structured approach that organizations embrace to guide their teams through periods of transformation, enabling continued success in the face of rapid change. In this article, we'll dive into the various models that have been developed to guide organizations through the change process.

Lewin's Three-Stage Model

One of the earliest and most influential models in OCM is the three-stage model of Kurt Lewin. This model, known as the Unfreeze-Change-Refreeze model, postulates that change requires an organization to first unfreeze the current state, then implement change, and finally refreeze the new state to solidify the changes.

ADKAR Model

Proposed by Jeffrey M. Hiatt, the ADKAR Model consists of five key elements of change readiness:

1. Awareness – Ensure employees understand the need for change and the benefits it will bring.
2. Desire – Encourage employees to want and embrace the change.
3. Knowledge – Provide employees with the necessary knowledge to perform new tasks.
4. Ability – Ensure employees can actually perform the new tasks.
5. Reinforcement – Sustain the change through ongoing support, coaching, and feedback.

Prosci ADKAR Model

The Prosci ADKAR Model adds a sixth element, "Support," to ensure that employees feel equipped with the resources and guidance needed to succeed in their new roles.

McKinsey 7-S Model

The seven elements (S-factors) of the McKinsey 7-S Model are:

1. Strategy
2. Structure
3. Systems
4. Shared Values
5. Skills
6. Style
7. Staff

The model suggests that organizations must address all seven S-factors to successfully implement change.

Kotter's Eight-Step Model

John Kotter's eight-step model for leading change is a popular choice among many organizations:

1. Establish a sense of urgency
2. Form a powerful guiding coalition
3. Create a vision for change
4. Communicate the vision
5. Empower employees to act on the vision
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture

Kotter's 4+4 Model

Kotter also presents a 4+4 model, which combines four phases of "building the foundation" with four phases of "generating results." The 4+4 model is more detailed than the eight-step model, but it can also be more challenging to implement.

Bridge Model

The Bridge Model by William Bridges is based on three stages of transition:

1. Ending, losing, and letting go
2. The neutral zone, or the period of disorientation
3. The new beginning

The Bridge Model emphasizes the importance of understanding and managing the emotional aspects of change, in addition to the practical aspects.

Kubler-Ross Change Curve

Elisabeth Kübler-Ross's Change Curve, also known as the "five stages of grief," is not a formal OCM model, but it is often used to explain how individuals react to change. The model postulates that individuals pass through five stages: denial, anger, bargaining, depression, and acceptance. The Change Curve can be a helpful tool in understanding how employees may respond to change and in designing strategies to support them.

The models above offer various approaches to managing change, and organizations often combine elements from multiple models to create a customized approach that best suits their unique needs. By understanding and applying these models, organizations can navigate the complexities of change and create a more resilient, adaptive, and successful culture.