Which change model is best?

A number of change models have served me well. I used all or a version of all the five models listed below. They are useful to have in your change toolbox and they are all must reads if you are going to be working alongside those involved in organisational development.  

1. Kotter’s 8 step model.

This was the first change model I used and it appears to be the most widely cited. It is probably the oldest of the change models but that doesn’t mean it is not still useful today. It was developed by Harvard Professor John Kotter and he spent a career perfecting it. It is very intuitive and clearly presented. I have found the 8 step model a very useful guide.  

2. Bridge’s Change model.

First outlined by William Bridges in his book Managing Transitions, Making the Most of Change. This model provides step-by-step strategies for minimizing the disruptions caused by workplace change. The primary model is “Endings, Transitions, and Beginnings”, but the book also has other useful tools, checklists, and models, including the “Marathon Effect”.

3. Beckhard’s Change Equation.

This simple model can be a of benefit when management begin to talk about change. Developed by Richard Beckhard and David Gleicher the simple formula provides plenty of food for thought. The model is 

D x V x F › R.

D V and F must be present if change is to succeed.

D = Dissatisfaction with the status quo;
V = Vision of what is possible; 
F = First, concrete steps that can be taken towards the vision.
R = If any of these factors are missing or weak, then you’re going to get resistance.

4. Kurt Lewin Change Model.

This  three stage theory of change has sometimes been dismissed as being too simple but I believe it has some interesting insights. The model can be summarised as Unfreeze, Change, Freeze (or Refreeze). The force-field analysis he outlines as part of the unfreeze stage can be useful when organisations begin examining change. It is a useful model to have in the toolkit.

5. Kubler-Ross.

Kubler-Ross outlined the 5 stages of grief in her book “On Death and Dying”. The model is equally applicable to any significant change process. It is useful to use it along side other change models and it helps explain the emotional impact that change can have on those affected.

In summary, I have found elements in each of these models which are useful. If you are undertaking a change initiative reading the above texts will definitely be of benefit.