Change models[edit]

Among the many methods of change management exist several key models:

John Kotter's 8-Step Process for Leading Change

 

Dr. John P. Kotter, a pioneer of change management, invented the 8-Step Process for Leading Change

Dr. John P. Kotter, the Konosuke Matsushita Professor of Leadership, Emeritus, at the Harvard Business School, invented the 8-Step Process for Leading Change.^[19] It consists of eight stages:

• Establish a Sense of Urgency
• Create the Guiding Coalition
• Develop a Vision and Strategy
• Communicate the Change Vision
• Empower Employees for Broad-Based Action
• Generate Short-Term Wins
• Consolidate Gains and Produce More Change
• Anchor New Approaches in the Culture

Change Management Foundation and Model

The Change Management Foundation is shaped like a pyramid with project management managing technical aspects and people implementing change at the base and leadership setting the direction at the top. The Change Management Model consists of four stages:

• Determine Need for Change
• Prepare & Plan for Change
• Implement the Change
• Sustain the Change

Deming Cycle of Plan-Do-Check-Act

 

The Plan-Do-Check-Act (PDCA)Cycle created by W. Edwards Deming

The Plan-Do-Check-Act Cycle, created by W. Edwards Deming, is a management method to improve business method for control and continuous improvement of processes and products. It consists of four stages:

• Plan – establish objectives and processes
• Do – implement the plan, execute the process, make the product
• Check – study actual results and compare against the expected results
• Act – enact new standards^[20]

Choosing which changes to implement[edit]

When determining which of the latest techniques or innovations to adopt, there are four major factors to be considered:

• Levels, goals, and strategies
• Measurement system
• Sequence of steps
• Implementation and organizational changes

Managing the change process[edit]

 

Change management involves collaboration between all employees, from entry-level to top-management

Although there are many types of organizational changes, the critical aspect is a company's ability to win the buy-in of their organization's employees on the change. Effectively managing organizational change is a four-step process:^[21]

• Recognizing the changes in the broader business environment
• Developing the necessary adjustments for their company's needs
• Training their employees on the appropriate changes
• Winning the support of the employees with the persuasiveness of the appropriate adjustments

As a multi-disciplinary practice that has evolved as a result of scholarly research, organizational change management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of a change management plan.

Change management processes should include creative marketing to enable communication between changing audiences, as well as deep social understanding about leadership styles and group dynamics. As a visible track on transformation projects, organizational change management aligns groups' expectations, integrates teams, and manages employee-training. It makes use of performance metrics, such as financial results, operational efficiency, leadership commitment, communication effectiveness, and the perceived need for change in order to design appropriate strategies, resolve troubled change projects, and avoid change failures.