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Organizational Change Models

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Stephanie Gamache

on 12 May 2014

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Transcript of Organizational Change Models

Organizational Change Models

Objectives
What is an Organization Change Model?
A model for change in business, government or other types of organization.

A coaching tool to help stakeholders through a major change process.
So Why Change?
1995
John Kotter
8 Steps Change Model
Kotter introduced an 8 Stage Change Model that directly relates to Lewin's 3 Stage Change Model.
1999
ADKAR Change Model
Lastly, we have ADKAR a model that directly relates to both Kotter and Lewin.
1947
Kurt Lewin
3 Phases Change Model
A simple 3 Step Model that is easy to follow and easy to expand upon to fit any organizations needs.
Conclusion
Never stop evolving as technology never will. Thus change will always be needed in any organization. So, these 3 models can increase the likelihood of a smooth transition.
Lewin
Kotter
ADKAR
Unfreeze
1. Establish a Sense of Urgency
-A true sense of urgency will convince the organization to act quickly to reach their goal

2. Create a Guiding Coalition
-An effective group with position, expertise, credibility, and leadership is necessary to lead the change
Transition Cont.
5. Empowering Broad-Based Action
~ Some individuals or systems are not ready for change. So, communication and incentives are key for success.

6. Generate Short-Term Wins
~Research states companies that experience short term wins are more likely to complete the change process.

7. Don't Let Up!!
~ Letting up now can allow for resistance ;so strong leadership is crucial.
Refreeze
8. Anchor New Approach in the Organization Culture
~ Culture is made up of shared values and expected behaviors and so cultural change should come last to solidify all the changes.
Unfreeze
Awareness
of the Need for Change

Desire
to Support and Participate in Change
Transition
Knowledge
of How to Change

Ability
to Implement Required Skills and Behavior
Refreeze
Reinforcement
to Sustain the Change
Transition
(Re)Freeze
+ Use performance and reward systems to reinforce the changes.

+ Once stable refreeze the system. . . though really nothing ever stays certain in a world of technology, so a slushie is more like it.
Group Discussion Questions
1. How could Helen Hunt's character have handled the company update differently using the change models provided.

2. How could Woody Allen’s character have handled the company update differently based on the change models provided.

Thank You!
Activity Video
By: Stephanie Gamache & Joey Walker
Unfreeze
An outcome-oriented approach to promote individual change and lessen the possibility for future resistance
To be able to adapt to outside changes and react to opportunities for growth
Transition
3. Develop a Vision and Strategy
- A clear vision simplifies all minor details; motivates people to take action; coordinates the organization efficiently

4. Communicate Change Vision
-Ensures that the majority of the organization understands and accepts the vision
Sometimes mocked for its simplicity but is like The Godfather of other Organizational Change Models.
Image from: http://transitionculture.org/2010/07/30/first-results-from-transition-together-evaluation/
Use a force field analysis to introduce reasons why change is good.
Keep communication lines open.
Build support systems for the following transition.
Full transcript