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Change Management Models for Organizations

Jan. 28, 2021

Talal I. El Assaad

Change Management Models for Organizations


"It is not the strongest or the most intelligent who will survive but those who can best manage change.

Change management is like new job training. It helps manage the people side of change to achieve business success through successful personal transitions. Most organizations know how quickly they must adapt to new market conditions, competition, and technological advances. However, most business owners or directors mix up the difference in Change Management models they can employ.

Depending on the scope of your change, we’ve outlined 4 popular change management models you can use to ease transitioning into new processes and roles.

Change Management Models

  1. PROSCI® ’s ADKAR® Model

    ADKAR® is a goal-focused Change Management model with a sequential process and cumulative goals you must reach to achieve your overall change goal. Successful change happens when process(es) and employee(s) transitions are simultaneous.

    Here are the Change steps in the ADKAR ® model:


    A — Awareness
    Need recognition for a change.


    D — Desire
    Participate and support the change.

    K — Knowledge
    Learn how to change and anticipate the results in terms of skills and behavior.

    A — Ability
    Implement the change regularly.

    R — Reinforcement
    Sustain long-term change.

  1. Lewin’s Change Management Model

    Kurt Lewin developed this Change Management model during the 50s, and it’s based on three simple stages: Unfreeze, Change, Freeze.

    Using ice as a metaphor, we can easily understand this model.

    Let’s say you have an ice cube that you needed in a nugget or cone shape. You would melt the cube (Unfreeze), put the water in the right shaper (Change), and freeze the water again (Freeze). Let’s break this down further.


    This is the preparation stage in which you show your employees that change is necessary. Next, challenge the processes, values, and cultures of your company. This is the most difficult stage of the process.


    This is the acceptance and adoption stage of the change in which employees and teams adjust to the new way of doing things.


    Finally, change stabilizes how your company will operate going forward as employees have adapted to new processes and accepted new ways of performing their duties.

  1. Kotter’s 8-Step Change Model

John Kotter introduced this Change Management model in 1996 after analyzing hundred organizations. Here’s a breakdown of his eight steps.

a. Create urgency
Spark excitement among employees about your idea or a new opportunity.

b. Build a Guiding Coalition
Create a Change Management internal team to guide, coordinate, and communicate activities.

c. Form Strategic Visions and Initiatives
Your change must align with your strategic vision. If your company’s strategic goal is to become the leading IT Company in the United Arab Emirates, make changes to enable that goal.

d- Enlist Volunteer Army
Engage volunteers with activities and inspire them to support change.

e- Enable Action by Removing Barriers
Remove barriers like slow processes and hierarchies so your team can work freely.

f- Generate Short-Term Wins
Set incremental goals and celebrate every milestone you achieve.

g- Sustain Acceleration
Balance change management ambitions by establishing direction, motivating, and aligning employees with their strength to adapt quickly.

h- Institute Change
Ensure effective communication across every department in your organization with transparency. You want them to feel like that their work is valuable to the change and helps them stay on track.

  1. Kubler-Ross 5-Stage Model

This Change Management model was initially introduced as the five stages of grief in the 60s until businesses recognized its potential by using it to empathize with employees during the change process. The five stages are as follows: 
    • Denial
    • Anger
    • Depression
    • Bargaining
    • Acceptance

This model is incredibly effective for SMEs and startups because it assumes that employees will only react negatively to change. While change can improve your business, it’s hard for employees to get on board the change wagon. Ensure your change management plan addresses each stage.


"Learn how to build Awareness, create Desire, develop

Knowledge, foster Ability and Reinforce changes in your organization.”

If you need help figuring out which type of change management model fits your business, get in touch with ProClipse Consulting today.

With our specialized Change Management advisory experience, we can help your employees adapt to the change by ensuring a smoother transition into new strategies, evolving operational plans, new roles and growth initiatives.

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