Change Management Models and Their Role in Developing a Successful Strategy


The only constant is change itself. Change is inevitable, especially in the business world. Organisations are continually challenged to change and grow in response to emerging technology, shifting markets, and global threats. Having a clear plan for managing change is essential for thriving in this new environment. An efficient Change Management Strategy relies heavily on using relevant change management models.

In this blog, we’ll dive into the topic of change management, discussing its relevance in formulating a winning strategy and investigating various change management strategies. Learning about these models is an important part of any Change Management Training Course, whether you’re a seasoned practitioner or just starting out.

Table of Contents

  • Understanding Change Management
  • Lewin’s Change Management Model
  • Kotter’s 8-Step Change Model
  • Prosci’s ADKAR Model
  • Bridges’ Transition Model
  • McKinsey 7-S Framework
  • Role of Change Management Models in Developing a Successful Strategy
  • Conclusion

Understanding Change Management

The term “change management” describes the systematic process businesses take to move employees, departments, and the entire organisation towards an ideal future state. Guaranteeing a seamless transition throughout change efforts entails a wide range of actions, including planning, training, communication, and monitoring. 

A well-structured change management plan is vital to minimise resistance and maximise employee participation throughout change processes. Being familiar with a variety of change management approaches is crucial for crafting an effective plan for managing transitions. That’s why it’s important to take a course in change management.

Let’s take a look at some of the most well-known change management models and the part each may play in crafting an effective approach.

Lewin’s Change Management Model

Kurt Lewin’s model is one of the first and most commonly used change management frameworks. There are three steps involved: thawing, altering, and regretting. Unfreezing entails preparing the organisation for change by lowering opposition and establishing a feeling of urgency. The second phase, “refreezing,” solidifies the new norm established in the “changing” phase.

Organisations may better deal with resistance to change and make a seamless transition with the help of this model, which provides a systematic approach to change management.

Kotter’s 8-Step Change Model

John Kotter developed a paradigm for facilitating organisational transformation emphasising these eight processes. A feeling of urgency must be established, a strong coalition must be formed, a vision and plan must be formulated, the vision must be communicated, barriers must be removed, quick victories must be achieved, and the changes must be rooted in the company’s culture. Strong leadership and the acceptance of change as part of the organisation’s ethos are two important tenets of Kotter’s approach.

Prosci’s ADKAR Model

Prosci’s ADKAR model emphasises the role of the individual in the transformation process. ADKAR is an acronym for the following: Aware, Desire, Knowledge, Capable, and Reinforced. This approach aids businesses in comprehending that individuals can only bring about change if they are made aware of the need for change, are motivated to make the necessary adjustments, are equipped to make those adjustments, and are given positive reinforcement to do so. When it comes to overcoming personal obstacles to change, Prosci’s ADKAR model is invaluable.

Bridges’ Transition Model

William Bridges’s concept emphasises the mental and emotional components of transformation. It is structured on the three phases of completion, limbo, and launch. This approach takes into account the fact that workers require time to grieve the loss of the familiar, cope with the chaos of change, and ultimately welcome the future. The Bridges’ approach is essential for assisting businesses in dealing with the emotional aspects of transition.

McKinsey 7-S Framework

The McKinsey 7-S Framework examines how an organisation’s structure, strategy, systems, shared values, leadership style, employees, and skills all interact with one another. According to this paradigm, change can only be implemented effectively if these factors are coordinated. Organisations may create a comprehensive strategy for handling change by thinking about how each of these elements affects the others.

Role of Change Management Models in Developing a Successful Strategy

Organisations can benefit greatly from the structure and direction provided by change management models. They are crucial in a number of ways to craft an effective plan for managing change:

Framework for Planning

Management models for change give a logical framework for organising and carrying out transformational projects. Organisations might benefit from them since they highlight crucial implementation milestones and activities.

Communication and Engagement

These approaches stress communication and involvement of all relevant parties. Employees will be more receptive to change if given a thorough explanation of the reasoning behind it and their specific responsibilities in implementing it.

Risk Management

Models for managing change help businesses prepare for and adapt to the inevitable disruptions and pushback that come with any major organisational transformation. In order to mitigate these threats, businesses must first recognise them early on.

Leadership Alignment

The importance of good leadership and the necessity of alignment within leadership teams is emphasised by several models. For change to be effectively driven, all relevant parties must be on the same page.

Individual Focus

Change as experienced by the person is emphasised by theories such as Prosci’s ADKAR and Bridges’ Transition Model. Building a team that can roll with punches requires an understanding of the mental and emotional challenges that come with transitions.


Change is inevitable; therefore, companies must be prepared to deal with it. Change management models provide tools and frameworks for creating and implementing effective change management strategies. Whether you’re an experienced professional or someone wanting to expand your abilities, consider enrolling in a change management training course to obtain a greater grasp of these models and their role in attaining organisational success. In a world where adaptation is vital, understanding the skill of change management is an invaluable tool for any individual or business.

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