What is Change Management?

ADKAR MODEL:
A=Awareness of the need and requirement for change

D=Desire to bring about change and be a participant in it

K=Knowledge of how to bring about this change A=Ability to incorporate the change on a
regular basis

R= Reinforcement to keep it implemented and reinforced later on as well

LEWIN'S CHANGE MODEL:

It includes three steps:

1. Unfreezing: The first stage of the process of change according to Lewins method involves
the preparation for the change. This means that at this step, the organization must get
prepared for the change and also for the fact that change is crucial and needed.

2. Changing: This is the stage where the real transition or change takes place. The process
may take time to happen as people usually spend time to embrace new happenings,
developments, and changes.

3. Refreezing: Now that the change has been accepted, embraced and implemented by
people, the company or organization begins to become stable again

KOTTERS 8 STEP MODEL FOR CHANGE

Stages

Increase urgency This step involves creating a sense of urgency among the
people so as to motivate them to move forward towards objectives.
 Build the team This step of Kotters change management theory is associated
with getting the right people on the team by selecting a mix of skills, knowledge and
commitment.

Get the vision correct This stage is related to creating the correct vision by taking
into account, not the just strategy but also creativity, emotional connect and objectives.

Communicate Communication with people regarding change and its need is also
an important part of the change management theory by Kotter.

Get things moving In order to get things moving or empower action, one needs to
get support, remove the roadblocks and implement feedback in a constructive way.

Focus on short term goals Focusing on short term goals and dividing the
ultimate goal into small and achievable parts is a good way to achieve success without too
much pressure.

Dont give up Persistence is the key to success, and it is important not to give up
while the process of change management is going on, no matter how tough things may
seem.

Incorporate change Besides managing change effectively, it is also important to reinforce

it and make it a part of the workplace culture.

CHANGE CURVE KUBLER ROSS: The Change Curve is based on a model originally
developed in the 1960s by Elisabeth Kubler-Ross to explain the grieving process. She proposed
that a terminally ill patient would progress through 5 stages of grief when informed of their
illness. By the 1980s, the Change Curve was a firm fixture in change management circles. The
curve, and its associated emotions, can be used to predict how performance is likely to be
affected by the announcement and subsequent implementation of a significant change.
 COMPARISON OF CHANGE MANAGEMENT MODELS

ADKAR LEWIN'S KOTTERS 8 STEP CHANGE

MODEL CHANGE MODEL FOR CURVE
MODEL CHANGE KUBLER
ROSS

ADKAR principles This model assumes

focus on changing the change is
one person, an planned and
individual. These emphasizes that no
principles can be matter what kind of
used on a larger change is being
scale to make made (i.e. structure-,
changes in an system- or behavior-
organization or related), people are
community always the root
ofthe change.
Developed in This model also
1998 by Prosci, places a heavy focus
after research on reducing
with more than resistance to change
300 companies by
undergoing major referring to two forces
change projects. in an organization-
driving forces and
Proscis ADKAR
restraining forces.
Model ADKAR is a
goal-oriented
change
management
model that allows
change
management
teams to focus
their activities on
specific business
results. The
model was
initially used as a
tool for
determining if
change
management
activities like
communications
and training were
having the
desired results
during
organizational
change.

Comparison of Change Models Now that we've learned about each of the change
models, let's compare them to see what similarities and differences exist. I will do
this by showing how the ADKAR and Kotter models fit into Lewin's Change Model
and also how they vary from it.

These comparisons will take into account when each change model would be most
effective to make an organizational change.

Each step in the ADKAR model can be found in Lewin's model when the resistance
reduction tactics are included. Examine the parallels below to see how these two
models line up. Unfreezing= Awareness, Desire and Knowledge Changing= Ability
Refreezing= Reinforcement Awareness is included in communication, one of Lewin's
resistance-reducing tactics, and Knowledge is included in training, another
resistance-reducing tactic. Kotter's Eight Steps for Leading Organizational Change
can also be found within the framework of Lewin's model. See the similarities below.
Unfreezing= First 4 steps ORGANIZATIONAL CHANGE Changing = Steps 5-7
Refreezing =Step 8 Kotter goes into a lot of detail in the Unfreezing stage. Both
Lewin and Kotter recognize the importance of reducing resistance and preparing
people to fully support the change before actually embarking on changing anything.
Although both ADKAR and Kotter's model fit within Lewin's model, all three contain
components or emphases of organizational change that aren't found in each other's
model. For example, Lewin focuses more on involving employees and giving them
the needed knowledge to change rather than creating a desire to change, as
emphasizes the ADKAR model. Lewin also focuses more on overcoming resistance
and doesn't expand much on the other aspects of change. Although ADKAR does
cover this topic in the "Desire" step, Lewin seems to emphasize resistance more.
Kotter focuses on senior management making changes rather than any employee or
individual making changes, unlike the Lewin and ADKAR models. Additionally, Kotter
gives a much more in-depth explanation overall of how c