Major Approaches and Models of Change Management

Name: Major Approaches and Models of Change Management
Author: Risë Legato

Discover the many ways to approach change

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Course: On-Demand

(upbeat music) According to the Encyclopedia Britannica, German American psychologist Kurt Lewin is recognized as a thought leader of social and organizational change during the 1940s. Lewin developed a model inspired by an iceberg, naming its stages: unfreeze, change, and refreeze. To implement change according to Lewin's model, you first unfreeze by preparing the people involved, which is much like defrosting water so it can move into a new position. Then you can change or rearrange it to a new form which means making the major shifts. And to reestablish the new changes, you refreeze the ice. Let's review the stages of the model in greater detail. During the unfreeze stage, leadership believes that a change is necessary. Leaders communicate what will change and why it's necessary. Managers create a sense of urgency. Employees feel motivated due to the urgency. The organization prepares for the change, and employees are trained to do jobs differently. This phase is about preparing the company by gently disrupting areas related to the changes. It's important to gain leadership support and inform employees so that when larger shifts happen, people can know what to expect and how to stay productive. If we think about organizational change the way some scholars define it as taking a company from one state to another, it explains why a model might include a stage that involves the organization before introducing anything new. The second phase is change, and it's when most of the transitioning occurs. During this stage, employees may feel the most vulnerable as they're experiencing something new. Leaders continue to train and counsel employees as needed. Leaders continue to share important updates. Leaders follow a change plan with milestones and deadlines, and leaders celebrate small successes by acknowledging progress. So while much of the change occurs, it's important to create a pattern of reassuring employees 'cause they're stakeholders as well. All employees don't have to undergo the change at the same time, instead, it's possible to do a rollout plan where different teams have their own timing. The third phase, refreezing is about reinforcing the new way of working. The term suggests that a business change is similar to water, and that if you don't refreeze it, it could continue to change or even evaporate away. During this phase, the change becomes the new norm. Employees accept the new way of doing business, and leaders reward employees for positive outcomes. This third stage is about maintaining new parts of the organization with acceptance, so again, employees are taken into consideration. Some modern psychologists feel that Lewin's model is too simplistic for the modern era. Part of this is because Lewin doesn't elaborate on how to structure a change plan using milestones and goals. Despite this potential fault, Lewin's model serves as a solid foundation for other models to build from.

Intermediate Provider : Risë Legato 9 Lessons · 30m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In our course, Major Approaches and Models of Change Management, you will be introduced to six reliable change models. You will learn how to select the best model for your organization’s needs. We’ll teach you how to help employees feel more comfortable by ensuring they understand the reasons, benefits, and vision behind the changes. The right change model can enable all stakeholders to be excited and energized for what lies ahead.

For those who are responsible for leading change, it’s imperative to select the appropriate change model that compliments the needs of your organization. In this course, we will discuss potential reasons for change in your organization and explore proven models for change. You will learn best practices within each model. Our course will help you learn how to deliver strong results, while also knowing how to address your employees’ concerns and immediate needs.

What You'll Learn

Learn six reliable change management models, including Lewin's, McKinsey 7-S, Kotter's, ADKAR, Bridges' Transition, and Kubler-Ross
Select the change model that best fits your organization's needs
Identify the role of leadership during organizational change
Discover ways HR can assist leaders during change
Apply best practices within each change model to deliver strong results
Help employees understand the reasons, benefits, and vision behind changes

Key Takeaways

The course introduces six reliable change models that learners can compare and select from.
Selecting the appropriate change model that complements an organization's needs is essential for those leading change.
Helping employees understand the reasons, benefits, and vision behind changes makes them more comfortable with the transition.
The right change model can energize all stakeholders for what lies ahead.
Effective change management balances delivering strong results with addressing employees' concerns and immediate needs.

Frequently Asked Questions

Who is this course for?

It is designed for those responsible for leading change, who need to select the appropriate change model that complements their organization's needs.

What change models does the course cover?

The course covers six change models, including Lewin's Change Management Model, the McKinsey 7-S Model, Kotter's Change Management Theory, the ADKAR model, Bridges' Transition Model, and the Kubler-Ross Five Stage Model.

What will I learn about leadership and HR in this course?

You will identify the role of leadership during change and discover ways HR can assist leaders during change.

How does the course help with employees during change?

It teaches you how to help employees feel more comfortable by ensuring they understand the reasons, benefits, and vision behind changes, while addressing their concerns and immediate needs.

What skills does this course help develop?

It supports skills in Change Management, Change Management Planning, IT Change Management, Organizational Change Management, and Theory of Change Development.

Professional Certifications and Continuing Education Units (CEUs)

HR Certification Institute® (HRCI®)

Recertification Credits: 0.75

Certification Program Categories:

HR GeneralBusinessCaliforniaGlobal

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.75

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).