Models for Change

Abstract

When organizations or institutions feel a need to change, how might they be successful at it? A successful change within any organization needs a plan, and this plan for change is called a Model for Change. A Model consists of different stages in the change process, and guidelines to manage change at each stage. This paper discusses three different change Models, that of Lewin, Kotter, and the ADKAR Model. Furthermore, similarities and differences of these models are highlighted. Finally, there is a discussion regarding which model is best suited for our institution.

Introduction1

First Step: Unfreeze1

Second Step: Transition2

Third Step: Freeze2

Comparing and Contrasting Models5

First stages of Models6

In-between stages of Models6

Last stages of Models7

Models for Change

Introduction

Change does not always means changing, but often it means improving. Furthermore, humans are not always passive to change, but consciously bring change in their lives and habits for the better. This paper is written with the assumption that the following Change Models are being spoken of in various contexts, such as business organizations, educational institutes as well as on an individual level.

Model 1: Lewin's Model

Lewin's Model comprises of only three steps, Unfreeze, Transition and Freezing.

First Step: Unfreeze

The first step involves motivating employees to be ready for change; making people realize that change is necessary by encouraging them to get out of their comfort zone, in order to adopt new ways is going to lead to success. Furthermore, it also involves tackling with groups who are resistant to change in an effective manner such as using strategies that will push away their traditional beliefs and habits in change-related areas (http://feaa.ucv.ro/AUCSSE/0038v3-025.pdf).

Second Step: Transition

Once that people have been 'unfrozen' or in other words there is unhappiness with the present situation and people are motivated enough to try out new methods, it is then necessary to focus on what needs to be changed. This stage is a difficult stage, because though people are motivated to change they are at the same time fearful of it too. Focusing on existing role models as well as providing support in the form of coaching, training, and leaving room for mistakes are necessary processes in the transitioning stage (Lewin, K 1951).

Third Step: Freeze

This is a stage where people have left the stage of transition and enter a permanent and stable state by adopting the desired change. People become comfortable with the change, and it becomes their new routine (Schein, E. H. 1999).

Model 2: Kotter's Change Model

Kotter's Model shows eight steps of how to bring a change as follows:

Increase the urgency:

The first step is the most important step, here the entire business or institute needs to realize that there is a need for change; otherwise individuals will not be motivated enough. Kotter explains that a successful change can only be possible if 75% of the management buys into it.

Build guiding team:

The formation of a strong team is necessary to communicate and guide everyone. This team comprises of influential and experienced people within the ...