Change Management Models

Change management models

Organizational development has been of focus for several years, but still many companies do not understand the importance of change management models. Almost 70% of all major organizational change efforts fail, which among others is because of a lack of holistic approach to the management of change and the extend of the models used. This emphasizes the importance for companies to have a good and realistic change management model before starting to implement the transformation.


The importance of change management models

The arena most businesses operate in is fast changing and rapidly moving forward. This and the globalization only increases the need for a good change management model to see the change through. For a change to be carried out with perfection a holistic approach to change management models is required.


The statistics speak for themselves, not many managers understand the tools, models and the mindset needed to get the employees to understand the urgency of the change. Therefore it can often be a good idea to hire a consultant firm to help lead the change and give the proper models and tools for an effective change management model. At Tools4management, you can be provided with the processes and models you need to learn about successfully implementing change management in your company, and through different models you can avoid all the common pitfalls.


Get the employees to understand the urgency of the change

If your employees don’t understand why the change is important they will have a difficult time turning around and joining the change. According to John Kotter, one of the gurus within leadership, it is essential to create a sense of urgency, or else the business case is predetermined to fail. It is crucial that the management, through leadership, communication and different models, can make the business case come alive and speak to the heart of the employees inspiring them to involve themselves in the transformation. Therefore it is extremely important to have a management that can establish a sense of urgency. This is the first step in Kotters 8-step model for leading change.

Change Management Model 2

There is different change management models and tools which can be good in leading the organizational development in the right direction.


Different approaches to change management models

Tools4management offers change management models within a variation of areas, from different strategies ie. in mergers and acquisitions to change of corporate culture or cost reduction. Change management models are not something you implement overnight, it is a long process. Some corporate cultures are more open and willing to change than others, which makes every change unique. When creating the change management team it is essential to include early adopters, resisters, and informal leaders, and in that way create a diversified group with enough power to lead the change and implement the model.


Different models and styles of managing change

There are different approaches and models on how to manage change in a vibrant company aiming for developing their business, all with different advantages and disadvantages. It is important to notice that strategic change is context sensitive. As mentioned above, the corporate culture has an important link to how well the employees can adapt to the change, depending on their needs, different styles of management models are available, ie. educational and delegation, collaboration, participation, direction, and coercion.


The change emotion curve model

Every person adapts to change in a different speed, it is therefore extremely important for the management to understand this, and not expect that people will follow the change curve synchronously. It can be fatal for the success of the change if the management believe most of their employees to be in the acceptance phase when actually, they are still in the anger phase.  A model for management to link organizational change to the individual change can make the difference for success. Furthermore, it is important to respect the individual speed within the employee groups, and to add more focus to the late adopters. Tools4management offer you various models to detect the individual signs of the employees.

Change Management Model 3

Model for stakeholder management and analysis

It can be fruitful to prepare a stakeholder analysis and draw a stakeholder chart. The more specific and sophisticated the stakeholder groups are divided into, the better is the foundation for the management to target the groups with effective change communication.


Due to auto-communicative effects, the communication to the outside world is also of relevance. The employees cannot feel like they are left out, since they are the ones who have to adapt to the change, it is important that the management has some models to secure that the employees don’t hear about parts of the change from i.e. the media.


Furthermore it is important to consider how much the change will impact a certain stakeholder group, how much influence the group has on the change and different strategies for the management to get the members of the stakeholder group to buy-in and how to involve them in the change. Without change management models, this process can be quite confusing.


The change management model project plan

A five-step project plan is a good comprehensive model to make sure that there is kept track of the whole process. The model involve determination of stakeholder information needs, adequate communication, training requirements, adequate controlling, and regular updates. The model will step by step imply the needed action for the management. Without such a model it can be easy to forget important measures now and then.


Model for measure and acknowledgement

It can be a fatal mistake not to recognize the changes your employees have made, therefore it can be rewarding to include some kind of measure in the change management model, i.e. the Balanced Scorecard is a good model to use. It is central that the employees hard work for the change to be a success is not ignored by the management. To continuously focus on the change and what further can be improved in the company, will leave the firm and the management with the best result.


Change is about changing people not organisations, organisations will transform when the management and employees change their way of doing business, which is why good change management models are central to a successful transformation of a firm. Tools4management offers you change management models to achieve your goals.