Change Management Theories and Models L6 Flashcards
What are change Management models? (1)
Change management models are crucial planning tools that offer comprehensive theories and methods for implementing organizational change.
What are the key factors in change models? (5)
Framework for organisational change.
Provide guidance to making change.
Help navigate the change process.
Embed new best-known practice.
Ensure change is accepted.
What are the change management theories, models?
(4)
(Each model has a unique framework and a specific focus on implementing organizational change.)
ADKAR model.
McKinsey 7S model.
Kübler–Ross change curve.
Lewin’s Change Management model.
What is Lewin’s Change Management model three-step model? (1)
A three-step model designed to instigate change process by deliberately upsetting equilibrium of what currently happens to effect change.
What is the Lewin’s three-step model? (3)
(The objective is to transition towards novel behaviours and establish a “new normal”.)
Unfreezing.
Changing.
Refreezing.
What is unfreezing in Lewin’s Change Management model?
Unfreezing requires a change in perception, an awareness that current ways of working are not working, resistance to change is strong at this stage.
What are the 6 steps of unfreezing?
(6)
(Effective communication of change needs is crucial to allow employees time to absorb information, focusing on the benefits and logistics of the change.)
Perception: what needs to change and why.
Frame the issue across whole business.
Create a compelling message for change.
Create a vision for the new normal.
Communicate vision and strategic plan.
Employees concerns to be addressed.
What is Changing in Lewin’s Change Management model?
Transitioning people into a new state requires overcoming uncertainty, weakening resistance, and effective training, education, communication, and support.
Remind employees of the need for change and its benefits.
What is Refreezing in Lewin’s Change Management model?
Refreezing is crucial for stabilizing the business and integrating new processes and behaviours, thereby establishing the new normal.
What is Refreezing in Lewin’s Change Management model list? (7)
This is a crucial step to prevent a recurrence to previous methods or loss of any changes.)
Anchor the changes.
Avoid constant change.
Create a reward system.
Keep everyone informed.
Support all team members.
Report on progress.
Celebrate success.
Advantages and disadvantages of Lewin’s change model
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What is the McKinsey 7S model?
(1)
The McKinsey 7S model focuses on seven interlinked elements of a business.
What are the 7 interlinked elements of a business in McKinsey 7S model? (7)
Strategy: change management plan.
Structure: management/staffing levels.
Systems: how daily operations are done.
Skills: capabilities/competencies of staff.
Staff: the capacity of available workforce.
Style: how change will be implemented.
Shared values: core ethics of the business.
What does the McKinsey 7S model consider? (1)
All elements to be crucial for successful change; one area cannot progress on it own.
Advantages and disadvantages of McKinsey7S
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(CHECK DIZZY ESP 6WEEKS GC )
NEW TOPIC (RESISTANCE TO CHANGE)
NEW TOPIC (RESISTANCE TO CHANGE)
What are the consequences of not addressing resistance to change? (6)
The consequences of not dealing with resistance to change may cause organisational plans to fail.
Resistance from some may be overt and publicly expressed. This can be addressed through communications, coaching and training.
Covert resistance to change, whether through apathy or sabotage, is challenging to manage and can manifest in various forms.
The failure to address resistance to change indicates a weak change plan, management, or organization.
A failed change management plan can lead to employees developing a future strategy for resistance to change, potentially causing the organization’s downfall.
Listening to concerns and adaptability of plans can ensure everyone wins.
ADKAR model: advantages and disadvantages
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(CHECK DIZZY ESP 6WEEKS GC )
What does the ADKAR Model focus on? (1)
(This model considers both the business objectives and employee involvement in the change process.)
On identifying the reasons why something is or is not working.
What is the Kübler-Ross change curve and what is it based on? (1)
The model, based on observations by psychiatrist Elizabeth Kubler-Ross in 1969, aims to explain the grieving process of terminally ill patients.
What are the stages of grief? (6)
Shock
Denial
Anger
Bargaining
Depression
Acceptance
How has the Kübler-Ross change curve developed into? (1)
Since then, it has been further developed to describe the emotional journey people go through when dealing with any type of change or transition.
What is Kübler-Ross change curve in organisational terms?
Organisational development and research have introduced two additional stages to support the use of Kübler-Ross in non-medical situations.
What are the stages of change? (8)
Shock
Denial
Anger
Bargaining
Depression
Experiment
Decision
Acceptance
How can experiment and decision of Kubler-Ross change curve help?
The business plan further support to help individuals overcome resistance to change.
What is the main characteristics of Kubler-Ross change curve model?
The Kübler-Ross change curve model is a tool designed to assist individuals in managing the emotions they experience during change.
CHECK DIZZY GC FOR THE IMAGE OF STAGES OF CHANGE
(ESP 6WEEKS GC)
CHECK DIZZY GC FOR THE IMAGE OF STAGES OF CHANGE
(ESP 6WEEKS GC)
CHECK DIZZY GC FOR THE IMAGE PROS AND CONS OF KUBLER ROSS
(ESP 6WEEKS GC)
CHECK DIZZY GC FOR THE IMAGE PROS AND CONS OF KUBLER ROSS
(ESP 6WEEKS GC)
What is the ADKAR Model? (1)
The ADKAR model is a unique approach that utilizes GAP analysis to analyse the processes utilized to achieve business objectives.
What is the acronym of ADKAR? (5)
Awareness: need for change.
Desire: to be part of the change.
Knowledge: how to implement change.
Ability: to manage, adopt and maintain change.
Reinforcement: ensures change is embedded.
What is change using ADKAR based on? (1)
Based on staff training to address any gaps identified and help change become adopted as normal practice.
