5 Best Change Management Models For Organizational Restructuring

Change is complex. Sometimes it takes work to know where to start or what method will work best for your organization. To help make your restructuring a success, we’ve compiled a list of the five best change management models. Whether you’re looking for guidance on communicating effectively during change or want tips on leading your team through turbulence, these models will help set you up for success.

Lewin’s Change Management Model

Lewin’s change management model is a popular framework used in the business world to manage and effect change. Developed by Kurt Lewin, this model consists of three stages: unfreezing, changing, and refreezing. Initially, an organization must unfreeze by recognizing the need for change and identifying and understanding the factors that influenced the need. During stage two (i.e., changing), it’s essential to develop plans and implement them. Lastly, desired changes are integrated into daily operations during refreezing, and successes are celebrated. This model helps organizations transition from one set of operating processes to another and reduces stress levels associated with making significant changes by breaking down large tasks into achievable ones.

Kotter’s 8-Step Change Model

Motivating an organizational restructuring can be highly challenging. Many are turning to Kotter’s 8-Step change process for guidance. This process is designed to help organizations change, grow, and become more efficient and effective. It requires leaders to develop a sense of urgency, define key strategies, communicate the vision and reasons for organizational change, create short-term wins that keep employees motivated and demonstrate progress, consolidate improvements so they become part of organizational culture, and continue to concentrate on the approaches and plans that lead to organizational success. CVS Health’s move away from cigarettes or Carrefour’s shift away from plastic packaging are popular organizational restructuring examples, wherein this method was implemented successfully.

Bridges’ Transition Model

The Bridges’ transition model is a valuable tool for understanding the transition process. This model was developed by William Bridges, who worked as a consultant in the area of organizational change and transition. The model divides the transition experience into three phases – letting go of the old, moving through ambiguity, and embracing the new. In this way, the model helps individuals understand their emotional experiences during times of transition, empowering them to better cope with and manage change.

Additionally, professionals have also found it helpful in facilitating transitions in organizations. By using Bridges’ transition model to create reframes, managers can support their team through significant changes with an understanding and a language that empower them to navigate those challenges effectively.

John Pfeiffer’s 5 Phases of Change

John Pfeiffer’s 5 phases of change is an influential model for the successful management of organizational change. Pfeiffer’s model optimizes the effectiveness of changes by breaking them down into five distinct phases: denial, resistance, exploration, commitment, and reinforcement. Denial focuses on acknowledging the necessity for change; resistance requires developing a strategy for responding to objections to the transition; exploration articulates a clear vision and mission of what changing entails; commitment means providing necessary resources to support the transition; and lastly, reinforcement means recognizing individuals who take part in the transition process. By being aware of and utilizing Pfeiffer’s 5 phases when navigating challenges associated with change, organizations have greater chances of achieving their desired outcomes.

Prosci’s 3-Phase ADKAR Model

Prosci’s 3-phase ADKAR model is an immensely popular approach for organizations that are changing their business processes. It is built on the acronym “ADKAR,” which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. This model’s phases work harmoniously to ensure successful organizational change management. During the awareness phase, leaders create a focused message and communication plan to help people understand why a change is happening and why they should pay attention. In the desire phase, the focus shifts to creating motivation and setting clear expectations around what roles individuals will have during the transition. Building on this momentum, employees move into the knowledge phase, where they acquire practical tools, resources, and skill sets needed to achieve their individual objectives.

Finally comes ability – where everyone can apply their new knowledge through training or simulation so that everyone can confidently practice their newly acquired skills in real-world scenarios. If all these phases are managed correctly, organizational change efforts are likely to be successful, as shown by Prosci’s innovative 3-phase ADKAR model.

Concluding Thoughts

Overall, change management models provide an invaluable framework for an organization’s development that can lead to greater success. Everything from Lewin’s change management model to Bridge’s transition model, and all the steps in between are essential for understanding your team, the process of systems and organizational transformation, and the structure of successful change initiatives. After considering the various approaches presented in this blog post, you should have gained insight en route to adapting the most appropriate model for your organization’s needs. With careful planning and thorough implementation of one or more of these models, you can ensure your organization’s progress toward growth and success. Change is an integral part of life; creating a smooth transition utilizing a sound change management model is ultimately beneficial. Above all else, remember to stay focused on what’s truly important: caring for your people throughout the entire journey of change.

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