CHANGE MODELS Flashcards
Managing Change in Organizations
Managing Change in Organizations: A Practice Guide [3] is an iterative model that is based on common elements across a range of change management models. The framework has five associated elements interconnected through a series of feedback loops:
What is the 1st element in Managing Change in Organizations?
Formulate change This element focuses on building the rationale to help people understand why change is needed and how the future state will be better.
What is the 2nd element in Managing Change in Organizations?
Plan change The identification of activities helps people prepare for the transition from the current to the future state.
What is the 3rd element in Managing Change in Organizations?
Implement change This iterative element focuses on demonstrating the future state capabilities, checking to ensure the capabilities are having the intended impact, and making necessary improvements or adaptations in response.
What is the 4th element in Managing Change in Organizations?
Manage transition This element considers how to address needs related to the change that may surface once the future state is achieved.
What is the 5th element in Managing Change in Organizations?
Sustain change This element seeks to ensure that the new capabilities continue and previous processes or behaviors cease.
ADKAR Model
Jeff Hiatt developed the ADKAR Model which focuses on five sequential steps that individuals undergo when adapting to change:
What is the 1st sequential step in the ADKAR Model?
Step 1: Awareness This step identifies why the change is necessary.
What is the 2nd sequential step in the ADKAR Model?
Step 2: Desire Once people know why the change is necessary, there needs to be a desire to be part of and support the change.
What is the 3rd sequential step in the ADKAR Model?
Step 3: Knowledge People need to understand how to change. This includes understanding new processes and systems in addition to new roles and responsibilities. Knowledge can be imparted through training and education.
What is the 4th sequential step in the ADKAR Model?
Step 4: Ability In this step, knowledge is supported with hands-on practice and access to expertise and help as needed.
What is the 5th sequential step in the ADKAR Model?
Step 5: Reinforcement Reinforcement supports the sustainment of the change. This can include rewards, recognition, feedback, and measurement.
The 8-Step Process for Leading Change
John Kotter introduced the 8-Step Process for Leading Change for transforming organizations.
It is a top-down approach where the need for and approach to change originates at the top levels of the organization, and then is promoted down through the organization’s layers of management to the change recipients.
What is the 1st step in the 8-Step Process for Leading Change?
Step 1: Create urgency. Identify potential threats and opportunities that drive the need for change.
What is the 2nd step in the 8-Step Process for Leading Change?
Step 2: Form a powerful coalition. Identify the change leaders. Change leaders are not necessarily based on hierarchy. The change leaders should be influential people from
a variety of roles, expertise, social, and political importance.
What is the 3rd step in the 8-Step Process for Leading Change?
Step 3: Create a vision for change. Identify the values that are central to the change. Then create a brief vision statement that summarizes the change. Next, identify a strategy to realize the vision.
What is the 4th step in the 8-Step Process for Leading Change?
Step 4: Communicate the vision. Communicate the vision throughout the change process. Apply the vision throughout all aspects of the organization. Senior management and the change coalition should consistently communicate the vision and demonstrate the urgency and benefits of the change.
What is the 5th step in the 8-Step Process for Leading Change?
Step 5: Remove obstacles. All change comes with obstacles. Sometimes the obstacles are outdated processes, sometimes they are based on the organizational structure, and sometimes they are people resistant to change. Regardless, all obstacles need
to be addressed.
What is the 6th step in the 8-Step Process for Leading Change?
Step 6: Create short-term wins. Identify quick and easy wins to build momentum and support for the change.
What is the 7th step in the 8-Step Process for Leading Change?
Step 7: Build on the change. Once the short-term wins are complete, the organization needs to set goals for continued improvement.
What is the 8th step in the 8-Step Process for Leading Change?
Step 8: Anchor the changes in corporate culture. Ensure the change becomes ingrained into the culture: continue to communicate the vision, tell success stories, recognize people in the organization who embody and empower the change, and continue to support the change coalition.
Virginia Satir Change Model
Virginia Satir developed a model of how people experience and cope with change. Its purpose is to help project team members understand what they are feeling and enable them to move through change more efficiently.
What is the 1st step in the Virginia Satir Change Model?
Late status quo This initial stage is when everything feels familiar and can be characterized as “business as usual.’ For some people, business as usual may be good because they know what to expect. For others, this status may feel a bit stale or boring.
What is the 2nd step in the Virginia Satir Change Model?
The foreign element Something happens that shifts the status quo in this stage. This may include initiating a project that introduces change to people’s usual way of working. There is often a period of resistance and reduction in performance after the change is introduced. People may ignore the change or dismiss its relevance.
What is the 3rd step in the Virginia Satir Change Model?
Chaos People are in unfamiliar territory. They are no longer comfortable, and performance drops to its lowest level. Feelings, actions, and behaviors are unpredictable. Some people feel anxious, others may shut down, and some individuals may feel excited. Chaos can make people very creative as they try to find ways to make sense of the situation. They try various ideas and behaviors to see which of these has a positive outcome.
What is the 4th step in the Virginia Satir Change Model?
The transforming idea People come to a point where they come up with an idea that helps them make sense of the situation. They begin to see how they can find a way out of the chaos and cope with the new reality. Work performance begins to increase.
What is the 5th step in the Virginia Satir Change Model?
Practice and integration People try to implement their new ideas or behaviors. There may be setbacks and a period of trial and error, but eventually they learn what works and what doesn’t This leads to improved performance. Often performance is at a higher level than it was before the foreign element was introduced.
What is the 6th step in the Virginia Satir Change Model?
New status quo People get used to the new environment, and their performance stabilizes. Eventually, the new status quo becomes the normal way of working.
Transition Model
William Bridges’ Transition Model provides an understanding of what occurs to individuals psychologically when an organizational change takes place. This model differentiates between change and transition. Change is situational and happens whether or not people transition through it. Transition is a psychological process where people gradually accept the details of the new situation and the changes that come with it.
What is the 1st of the 3 stages of transition associated with change according to the William Bridges’ Transition Model?
