Change management model

Why are change management models important?

Change management models are important because they provide a structured way to handle change, reducing confusion and resistance. Without a clear plan, businesses struggle to keep employees engaged and maintain productivity.

A structured change management model helps organizations improve communication, reduce employee resistance, and create a smoother transition.

What are the goals of change management models?

Change management models help organizations handle transitions in a clear and structured way. They ensure employees adjust smoothly, processes stay efficient, and goals are met.

Let’s break down the main goals of change management models:

Making transitions easier

• Provides clear steps to follow during change
• Reduces confusion and uncertainty
• Helps employees understand their roles
• Minimizes disruptions to work

Helping employees adapt

• Encourages employees to accept change
• Improves communication so everyone stays informed
• Provides training and support for a smooth adjustment
• Reinforces new habits to make change last

Increasing success rates

• Reduces the risk of failed changes
• Ensures teams and leaders stay aligned
• Tracks progress and adjusts as needed
• Helps organizations respond better to future changes

Who is involved in change management models?

Change management involves various stakeholders who support and guide the process. These internal and external groups play important roles in how change is planned, communicated, and implemented.

Internal stakeholders

• Executives and senior leaders: Set the vision for change and guide the overall direction
• Change managers: Lead the change process, create strategies, and ensure successful outcomes
• HR teams: Manage employee transitions, provide training, and handle communication
• Department managers: Guide teams through change and address concerns
• Employees: Adapt to new processes and help make change successful

External stakeholders

• Consultants and change experts: Offer advice and best practices for managing change
• Customers: Experience the effects of changes in products, services, or policies
• Suppliers and vendors: Adjust their operations if changes affect supply chains or partnerships
• Regulators and compliance bodies: Ensure changes meet legal and industry standards

What is required for a successful change management model rollout?

To successfully implement a change management model, organizations must focus on three key areas. These areas ensure the model is effectively executed and supports a smooth transition:

Select the right change management model

Choose a model that fits the organization’s needs and culture. This is particularly important when implementing digital transformation and adoption initiatives, as these require specific change management approaches. Assess the scope and type of change to determine which approach—like Kotter’s 8-Step Process or ADKAR—will be most effective. 

Ensure stakeholder engagement and buy-in

Engage key stakeholders, including leaders, managers, and employees, early in the process. Involve them in the planning and decision-making stages to ensure they fully understand the purpose of the change. Regularly update them on progress and ask for their input to keep them committed. Encourage open communication to address any concerns and align their goals with the change objectives. 

Monitor progress and adjust as needed

Track the implementation of the change management model at regular intervals. Assess how well the model is being followed and identify any barriers or challenges that arise. Collect feedback from stakeholders and team members to evaluate the model’s impact. Adjust the plan based on this feedback to keep it aligned with the organization’s needs. 

Why do change management model rollouts fail?

Change management model rollouts often face challenges that can derail their success. Despite careful planning, organizations can struggle with various obstacles that prevent smooth implementation and adoption.

Organizations must also be aware of potential negative effects on business operations during the transition period and plan accordingly to minimize disruption.

Let’s look at some of the main reasons why change management model rollouts fail:

Lack of leadership support

One of the main reasons for failure is insufficient support from senior leaders. Without clear commitment and active involvement from executives, the change management model can lack direction and urgency, leading to poor employee engagement and lack of progress.

Poor communication and unclear goals

Failing to communicate the reasons for the change, its goals, and the steps involved can create confusion and resistance. Employees may feel uncertain about what is expected of them or why the change is happening, making it difficult to gain their buy-in and commitment.

Inadequate training and resources

When employees don’t receive the proper training or tools to adapt to the changes, they are less likely to embrace the new processes. Insufficient support and resources can lead to frustration, inefficiency, and ultimately, failure of the model.

Change management model use cases

Change management models help organizations manage changes smoothly. When combined with established process improvement methodologies, these models can guide both technological and operational transformations effectively.

Here are three examples of how they work in different industries:

Technology

Scenario: A tech company is switching to a new software system.

Method: The company uses the ADKAR model, which focuses on creating awareness, building desire, and providing training.

Outcome: Employees adapt well to the new system, with little disruption to work.

Healthcare

Scenario: A hospital is adopting a new electronic health record (EHR) system.

Method: The hospital uses Kotter’s 8-Step Process, which creates urgency, gets leadership support, and communicates the benefits to staff.

Outcome: The new system improves efficiency and reduces errors, with staff feeling supported.

Retail

Scenario: A retail chain is reorganizing to match new strategies.

Method: The company uses Lewin’s Change Model, focusing on unfreezing old structures, making the change, and solidifying the new structure.

Outcome: The change makes the company more agile, productive, and improves customer service.