Change happens—we risk failure if we don’t manage it thoughtfully and carefully. There are many models that provide guidance in preparing for managing the change and ensuring the changed behavior sticks. A few of the more common models include Lewin’s Change Management Model, McKinsey 7 S Framework, and Kotter’s 8-Step Change Model.
Lewin’s Change Management Model is the simplest and most popular of the three. There are three main stages in this model: unfreeze, change and refreeze. To facilitate change, the organization must first unfreeze the process, change the process and then refreeze the process. An important and often overlooked aspect of change management is the final phase – refreezing in Lewin’s model. Once a process has been changed, the change must be reinforced by the organization allowing time for learning and implementation.
In McKinsey 7S Framework, the 7-S’ are structure, strategy, systems, skills, style, staff and shared values. Most often, the model is used as an organizational analysis tool to assess and monitor changes in an organization. The theory that serves as a basis for this model says, for an organization to perform well, these seven elements need to be aligned and mutually reinforcing. When working to identify what needs to be realigned to improve performance, or to maintain alignment (and performance) during other types of change, this model can be useful. Regardless of the type of change – restructuring, new processes, organizational merger, new systems, change of leadership, and so on – the model can be used to understand how the organizational elements are interrelated, and so ensure that the wider impact of changes made in one area is taken into consideration.
The 8 steps of Kotter’s Change Model are:
- 1. Create a Sense of Urgency
- 2. Build a Team Dedicated to the Change
- 3. Create a Vision for Change
- 4. Communicate the Need for Change
- 5. Empower Staff with the Ability to Change
- 6. Create Short Term Goals
- 7. Stay Persistent
- 8. Make the Change Permanent
While using this model does take a great deal of time and steps cannot be skipped, it maintains the focus on preparing and accepting the change while making transitions easier for an organization.
Invista’s OD consultants work fluently with all of these models and will apply them successfully to lead your organization through the changes you desire. Contact us for more information today.