Change management

Effective change management: in theory and action

Kurt Lewin, Kotter, Ackerman and Anderson, and Kubler-Ross’s change management models aim to describe how change should be managed in practice, in a collective and individualistic level. Combining theoretical models with organizational realities, we can level up a comprehensive framework for managing change.

Kurt Lewin’s 3-step change management model

Stage 1 : Unfreeze — creating the perception of a need

Lewin’s Force Field Analysis | MindTools

Stage 2 : The transition — moving towards the new

Stage 3 : Refreezing — solidifying new behavior and norms

Kotter’s 8-step change management model

Kotter’s 8-step change management model
Kotter’s 8-step change management model
Kotter’s 8-step change management model

Stage 1 : creating a sense of urgency

Step 2 : forming a powerful coalition

Step 3 : creating a vision for change

Step 4 : communicating the vision

Step 5 : removing obstacles

Step 6 : create short-term wins

Step 7 : building on the change

Step 8 : anchor the changes in the corporate culture

Ackerman and Anderson’s 9 stage model

Ackerman and Anderson’s 9 stage model
Ackerman and Anderson’s 9 stage model

Step 1 : preparing to lead the change initiative

Step 2 : defining the vision, commitment, and capabilities

Step 3 : determining the design requirements by assessing the situation

Step 4 : enabling the vision by creating the desired design state

Step 5 : analyzing the Impact

Thriving on Change: Creating A Gap Analysis | EPM

Step 6 : planning for implementation

Step 7 : implementing the plans

Step 8 : celebrating and integrating the new state

Step 9 : learning and correcting course

Kubler-Ross’s 5-stage change management model

Kubler-Ross’s 5-stage change management model

Theory vs. reality

5 ways to lead in an era of constant change | Jim Hemerling — 1) have purpose, 2) go all in to win, 3) put people first, 4) instill a culture of continuous learning, 5) orchestrate inclusive leadership

Student of today, yesterday, and tomorrow: http://bit.ly/2TNZp6u

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