Introduction

Hi friends hope all are fine and in good health.

In the last blog we saw about managing a change in the workplace with a small case study.

In today’s blog we will discuss it further by learning about a few change management models adopted by the organizations for constant growth and improvement.

Meaning of change in workplace

Source: https://semoscloud.com/blog/change-management/

A change is the project, initiative or solution being introduced in the organization to improve the way work gets done, solve a problem, or take advantage of an opportunity.

When a change is introduced in an organization it impacts four aspects namely:

• Processes
• Systems
• Organization structure
• Job roles

To know more about it please read the blog on https://layersofmanagement.com/2022/03/13/analysis-of-managing-change-in-the-workplace/

Change Management Models

There are many change management models adapted in the workplace.

There is no hard and fast rule that you must follow only a particular model.

It depends on what type of organization, its working nature, employee’s willingness, and the infrastructure to adapt to new changes.

We will discuss a few change management models to have a clear understanding about how to manage the change in the workplace. 

1. Lewin’s Change Management Model

Kurt Lewin in the 1940s developed a model for understanding Organizational change. 

His model is known as Unfreeze – Change – Refreeze, refers to the three-stage process of change. 

Lewin, a physicist as well as social scientist, explained organizational change using the analogy of changing the shape of a block of ice.

Source:https://newsmoor.com/lewins-change-model-3-steps-management-change-and-communication/

Unfreeze

This is the first stage where the organization is convinced that the change is necessary at this time. 

A chart is prepared to explain why the organization must go for a change. 

The core factors of the organization must be examined, and change must be developed accordingly.

Change

After the unfreeze stage, in this the people are explained that the change is vital and how it really helps them for their betterment.

Refreeze

Once both the organization and people are convinced about the change then time is ready for the organization to refreeze/implement the change by creating a stable organization chart, and consistent job descriptions.

The management must frame charts accordingly as it must fit people effortlessly making sure that the changes are used all the time, and that they are incorporated into everyday business.

With a new sense of stability, employees feel confident and comfortable with the new ways of working.

Source: https://www.sciencedirect.com/science/article/pii/S2444569X16300087

Source: https://online.visual-paradigm.com/diagrams/templates/lewins-change-model/lewin-change-management-model/

2. ADKAR Model

ADKAR is a goal-oriented change management model that allows change management teams to focus their activities on specific business results.  

It was developed by Jeff Hiatt—the Founder of Prosci (a Change Management research and advisory)

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.

The model has its origins in aligning traditional change management activities to a given result or goal.

A – Awareness about the change

D – Desire to learn and support change

K – Knowledge about the changing process

A – Ability to learn new skills and adapt to the new change process

R – Reinforcement to sustain in the market

Source: https://globalriskcommunity.com/profiles/blogs/have-you-ever-employed-the-adkar-model-to-manage-change?overrideMobileRedirect=1

3. The McKinsey 7-S model

Source: https://www.process.st/change-management-models/

The McKinsey 7-S model  was developed in the late 1970s by Tom Peters and Robert Waterman, former consultants at McKinsey & Company. 

They identified seven internal elements of an organization that need to align for it to be successful.

1. Strategy – Organization’s plan for having competitive advantage over competitors
2. Structure – the structure of organization (teams and departments)
3. Systems – The day-to-day activities of the staff to get job done
4. Shared values – these are the core values of the organization and reflect its general work ethic. They were called “superordinate goals” when the model was first developed.
5. Style – the style of leadership adopted
6. Staff – the employees 
7. Skills – the actual skills and competencies of the employees.

All these seven aspects are related to each other and are important for the business. 

The placement of Shared Values in the centre of the model underlines that they are central to the development of all the other critical elements.

4. Potter’s 8-step process for leading change

The 8-Step Process for Leading Change was developed by Dr. Kotter’s by observing countless leaders and organizations over four decades when they were trying to transform or execute their strategies.

He identified and extracted the success factors and combined them into a methodology known as 8-Step Process for Leading Change.

Source: https://www.kotterinc.com/8-step-process-for-leading-change/

The 8-step process for leading change

1. Create a sense of urgency
2. Build a guiding coalition (union/partnership)
3. Form a strategic vision and initiatives
4. Enlist a volunteer army (getting everyone on board)
5. Enable action by removing barriers
6. Generate short-term wins
7. Sustain acceleration
8. Institute changes

5. The “Nudge” theory of change management

The nudge theory of change is that “nudging” alone is much more effective than trying to enforce it.

Nudging – if we wish to alter people’s behaviour in a particular direction, it’s more effective to encourage positive choices rather than restricting unwanted behaviour with sanctions.

Source: https://www.process.st/change-management-models/

1. Clearly define your changes
2. Consider changes from your employees’ point of view
3. Use evidence to show the best option
4. Present the change as a choice
5. Listen to feedback
6. Limit obstacles
7. Keep momentum up with short-term wins

Conclusion

Changes are inevitable as they help the management to grow healthier in the long run. 

Change in an organization is created either internally or externally. 

So, the organization always must be ready for the change by forecasting it beforehand with the help of various techniques and analysing it by doing SWOT analysis and finally frame a structure for both organization and employees based on it.

Change management models are not limited to the workplace alone; we can interpret them by relating to our daily activities.

For example, the Lewis Management model can be related to the current change in the pattern of learning due to pandemic. 

The students had to adapt to the culture of online classes from physically attending the school/college. 

Similarly, we have faced a lot of changes in our routine life, work, way of buying things, usage of digital modes, and so on…, in the past two years due to a pandemic.

We can relate these models even to these changes and frame a structure best for all.

Hope you guys enjoyed the blog. See you soon!!!