Exploring the Different Types of Change Management Models

Effective change management becomes increasingly important as firms develop, adapt, and grow to guarantee seamless transitions and positive results. Those with a Change Management Certification have the know-how to maneuver through these changes with ease. Change Management models provide structured frameworks to lead organizations through periods of change. This blog explores Types of Change Management strategies, emphasizing their distinctive features and advantages.

Understanding Change Management Models

The planning, execution, and administration of change efforts may be done systematically using change management models. These models offer a well-organised road map for comprehending the phases of change, dealing with opposition, and promoting effective adoption. Here, we look at many approaches to change management that businesses might use:

  1. Lewin’s Change Management Model: Developed by Kurt Lewin, this model focuses on three stages: unfreeze, transition, and refreeze. Refreezing guarantees that the change is ingrained in the organization’s culture. Unfreezing entails preparing the organization for change, and transitioning entails managing it. This concept strongly emphasizes the necessity of unfreezing current norms and behaviors before introducing new ones.
  2. Kotter’s 8-Step Change Model: John Kotter outlines eight sequential steps for effective change implementation. A feeling of urgency must be established, a steering coalition must be formed, a vision and plan must be developed, the change must be communicated, people must be empowered, short-term victories must be produced, gains must be consolidated, and new methods must be anchored in the organizational culture. This paradigm emphasizes the significance of effective communication and leadership.

Comprehensive Change Management Models

  • ADKAR Model: The ADKAR model, developed by Prosci, focuses on individual change. Its letters are ADKAR (Awareness, Desire, Knowledge, Ability, and Reinforcement). By assisting people through the phases of awareness, commitment, and competence, this model emphasizes addressing the individual’s preparedness for change. This model’s emphasis on the person’s requirements increases the possibility of effective change acceptance.
  • Bridges’ Transition Model: The psychological and emotional dimensions of transformation are highlighted by William Bridges’ model. It consists of three stages: Neutral Zone, New Beginning, and Ending. According to Bridges’ paradigm, transitions entail letting go of the past, overcoming uncertainty, and embracing the future. This paradigm emphasizes how crucial it is to control one’s emotions when transforming.

Agile Change Management Models

  • McKinsey 7-S Model: The McKinsey 7-S model considers seven interconnected elements: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff. This model emphasizes how these components are interlinked and how changes in one area can affect others. It offers a comprehensive company picture, allowing for focused adjustments that fit within the larger organizational framework.
  • Prosci’s 3-Phase Process: Prosci’s approach involves a three-phase process: Preparing for Change, Managing Change, and Reinforcing Change. The best practices of several change management strategies are combined in this model, which emphasizes overcoming opposition, involving stakeholders, and ensuring the change is engrained in the organization’s culture.

When to Choose the Right Model

Each change management model offers distinct advantages, and selecting the appropriate model depends on various factors, including the organization’s culture, the scope of change, and the specific challenges being addressed. It’s crucial to consider the kind of change, its degree of complexity, and the degree to which personnel are adaptable. Professionals with a change management certification have the knowledge and abilities to evaluate these variables and choose the best model for their situation.


Change is a necessary component of organizational growth, and change management models provide helpful tools for navigating this process successfully. Whether you opt for a classic model like Lewin’s or an agile approach like Prosci, knowing the many change management models available will help you tailor your strategy to match your company’s unique requirements. By fusing your change management certification abilities with the suitable model, you can effectively guide your organization through transitions, promote adoption, and ensure that change catalyzes growth and innovation.

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