Change management methodologies comparison
2 likes1,451 views
This document compares various change management methodologies, models, and approaches. It provides brief descriptions of the ADKAR model, Accelerating Implementation Methodology, Beckhard & Harris change process, Boston Consulting Group change delta, Bridges leading transition model, The Change Leader's Roadmap, GE's change acceleration process, Kotter's 8 step model, Kubler Ross change curve, Lewin's three stage change model, LaMarsh change management model, people centered implementation model, Prosci enterprise change management, Prosci change management levers, and viral change roadmap model. It outlines the key phases, goals, or factors of each approach.
Change management methodologies comparison
- 1. Change Management Methodology Comparison Compare the prominent methodologies, models & approaches that assist organizations to navigate change: ADKAR Model for Change Management Accelerating Implementation Methodology Beckhard & Harris Change Process Boston Consulting Group Change Delta Bridges Leading Transition Model The Change Leader’s Roadmap GE’s Change Acceleration Process Kotter’s 8 Step Model for Change Kubler Ross Change Curve Lewin’s Three Stage Change Model LaMarsh Change Management Model People Centered Implementation Model Prosci Enterprise Change Management Prosci Change Management Levers Viral Change Roadmap Model
- 2. ADKAR Model for Change Management The ADKAR model is addresses change at the scale of the individual rather than the whole organization. This is a part of the Prosci Change Management Methodology, however it is often used on its own as a guiding framework for creating change initiatives. ADKAR goal Awareness of the need to change Desire to participate and support the change Knowledge of how to change (and what the change looks like) Ability to implement the change on a day-to-day basis Reinforcement to keep the change in place The ADKAR change management model was first published in the 1998 book “The Perfect Change” by Jeff Hiatt, founder and CEO of Prosci Research. For more information, see Hiatt. J.M. (2006) ADKAR: a Model for change in business, government and our community. AIM (Accelerated Implementation Methodology) AIM goal Define the Implementation Generate Sponsorship Build Change Agent Capability Develop Target Readiness Communication Develop Reinforcement Strategy
- 3. Beckhard and Harris Change Management Process Beckhard and Harris phase Establishing the need for change Building the change team Creating vision and values Communicating and engaging Empowering others Noticing improvements and energizing Boston Consulting Group (BCG) Change Delta BCG Change Delta factors Executional Certainty Enabled Leaders Engaged Organization Governance & PMO
- 4. Bridges Leading Transition Model for Change Bridges stage Specific activity Letting Go Describe change reasons Communicate during transition Consider & encourage ‘endings’ The Neutral Zone Listen, empathize, support Develop temporary roles Short term goals Don’t over promise Celebrate small wins Provide learning opportunities New Beginnings Model new attitudes & behaviors Be consistent Symbolize new identity Celebrate successes Bridges explores human behaviors relating to change and defines typical emotions individuals might exhibit during the change process. Bridges provides strategies on how to overcome some of the
- 5. emotional barriers to change, without getting stuck. For example, in the New Beginning phase, there may be a great deal of fear of the unknown. One strategy might be to provide training on specific tools or educational materials. In the Neutral Zone, allow creative ways to think about work. During the Ending and Losing phase, people will feel committed and requires the need to sustain the new way of working, possibly through goal setting. Include individuals through each phase of the transition. For more information, see Bridges. W. (2009). Managing transitions: Making the most of change. The Change Leader’s Roadmap Change Leader’s Roadmap phase Phase I – Prepare to Lead the Change Phase II – Create Organizational Vision, Commitment & Capability Phase III – Assess the Situation to Determine Design Requirements Phase IV – Design the Desired State Phase V – Analyze the Impact Phase VI – Plan & Organize for Implementation Phase VII – Implement the Change Phase VIII – Celebrate and Integrate the New State Phase IX – Learn and Course Correct For more information, see Anderson, L.A. & Anderson, D. (2010) The change leaders roadmap.
- 6. General Electric Change Acceleration Process (CAP) CAP phase Leading Change Creating A Shared Need Shaping a Vision Mobilizing Commitment Making change last Monitoring progress Changing Systems and Structures Kubler Ross Change Curve Model Kubler Ross phase Shock Denial Anger Bargaining Depression Acceptance Integration
- 7. John Kotter Eight Step Model for Change Kotter model step Establish a sense of urgency Creating the Guiding Coalition Developing a Change Vision Communicating the Vision for Buy-in Empowering Broad-based Action Generating Short-term Wins Never Letting Up Incorporating Changes into the Culture The John Kotter Eight Step Change model is a linear model that focuses on the importance of gaining buy-in. It is relatively simple to understand and works well in organizations that are organized in a relatively narrow organizational structure. The selling point is its simplicity, memorable eight steps and basis in Kotter’s thirty-plus years of research into organizational change. For more information, see Kotter, J.P. (1996). Leading Change and Kotter, J. (1998) Leading change: Why transformation efforts fail , Harvard Business Review.
- 8. Kurt Lewin Three Stage Change Methodology Lewin stage Specific activity Unfreeze 1. Determine what needs to change 2. Ensure there is strong support from upper management 3. Create the need for change 4. Manage and understand the doubts and concerns Change 1. Communicate often 2. Dispel rumors 3. Empower action 4. Involve people in the process Refreeze 1. Anchor the changes into the culture 2. Develop ways to sustain the change 3. Provide support and training 4. Celebrate success!
- 9. LaMarsh Change Management Model LaMarsh phase Identify the Change Plan and Prepare the Change Implement the Change Sustain the Change People Centered Implementation (PCI) Model PCI Critical Success Factor Shared Change Purpose Effective Change Leadership Powerful Engagement Processes Committed Local Sponsors Strong Personal Connection Sustained Personal Performance
- 10. Prosci Enterprise Change Management Prosci stage Specific activity Vision Define future state Assess current state Strategy Engage primary sponsor Form & prepare project team Select deployment strategy Implementation Build project plan Create change management plan Create and present business case Implement integrated plan
- 11. Prosci Change Management Levers Prosci change lever Communications lever Sponsor roadmap lever Coaching lever Training lever Resistance management lever Viral Change Roadmap Viral Change Roadmap phase Discovery Development Engagement Diffusion Sustain