How Managers Can Manage Change: An Overview Based on Ten Leading Experts

Introduction

Managing change effectively is crucial in today's fast-paced business environment. It's a nuanced process that requires strategic planning, leadership development, and cohesive team dynamics. This article dives deep into ten leading change management models to offer a comprehensive guide. Here, we expand on each model's steps and how they can be employed to mitigate resistance effectively.

1. John Kotter: The 8-Step Process for Leading Change

Steps

1. Create a Sense of Urgency: Make everyone aware of the necessity for change by presenting compelling market data or customer feedback.

2. Build a Guiding Coalition: Assemble a team of influential people who are committed to leading the change effort.

3. Form a Strategic Vision: Develop a clear vision that will guide the change process.

4. Communicate the Vision: Use various communication channels to share the new vision and strategies.

5. Empower Broad-based Action: Eliminate barriers that hinder change.

6. Generate Short-term Wins: Plan and achieve small victories to keep the team motivated.

7. Consolidate Gains: Build on the momentum from short-term wins to tackle bigger challenges.

8. Anchor New Approaches in the Culture: Make the changes part of the organizational culture.

How to Mitigate Resistance

Frequent and transparent communication is key, especially during the initial stages. Generating short-term wins creates momentum and eases resistance.

Reference

- "Leading Change" by John P. Kotter

2. Kurt Lewin: Unfreeze-Change-Refreeze Model

Steps

1. Unfreeze: Prepare the organization to accept that change is necessary.

2. Change: Implement the desired changes.

3. Refreeze: Stabilize the changes and make them the new norm.

How to Mitigate Resistance

Communication is critical during the "Unfreeze" stage to prepare the organization emotionally and operationally for change.

Reference

- "Field Theory in Social Science" by Kurt Lewin

3. ADKAR Model by Jeff Hiatt

Steps

1. Awareness: Create awareness for why the change is needed.

2. Desire: Generate desire among employees to support the change.

3. Knowledge: Provide the necessary knowledge and tools to implement change.

4. Ability: Enable employees to implement new skills and behaviors.

5. Reinforcement: Sustain the change through reinforcement mechanisms.

How to Mitigate Resistance

End the process with reinforcement to ensure that the change becomes part of the organizational culture, mitigating any resistance that could cause a rollback.

Reference

- "ADKAR: A Model for Change in Business, Government, and our Community" by Jeff Hiatt

4. William Bridges: Bridges' Transition Model

Steps

1. Ending, Losing, and Letting Go: Acknowledge the feelings of loss that come with change.

2. The Neutral Zone: Manage the uncertainty and confusion during the transition.

3. The New Beginning: Welcome and integrate the new changes.

How to Mitigate Resistance

Keep channels of communication open, especially during the early stages. This helps to deal with emotional challenges and reduces resistance.

Reference

- "Managing Transitions" by William Bridges

5. McKinsey 7S Model

Steps

1. Strategy: Develop a clear plan for change.

2. Structure: Ensure that the organizational structure supports the new strategy.

3. Systems: Implement systems that will make the change sustainable.

4. Shared Values: Align organizational values with the new changes.

5. Skills: Identify and develop the skills needed for the change.

6. Style: Adopt leadership styles that are conducive to change.

7. Staff: Ensure that staff are ready and equipped for change.

How to Mitigate Resistance

Ensuring alignment among all seven elements will make the transition smoother, reducing resistance.

Reference

- "In Search of Excellence" by Robert H. Waterman Jr. & Tom Peters

6. Kübler-Ross Change Curve

Steps

1. Denial: Recognize the initial shock or denial that accompanies change.

2. Anger: Address the anger that may arise.

3. Bargaining: Understand that some may try to negotiate or bargain.

4. Depression: Support those feeling overwhelmed or low.

5. Acceptance: Guide the team toward accepting and supporting the change.

How to Mitigate Resistance

Providing emotional support and clear communication can help move employees along the curve more quickly.

Reference

- "On Death and Dying" by Elisabeth Kübler-Ross

7. Satir Change Model

Steps

1. Late Status Quo: Recognize the existing stability or equilibrium.

2. Resistance: Accept resistance as a natural initial response.

3. Chaos: Navigate through the uncertainties that may arise.

4. Integration: Reintroduce stability by integrating new changes.

5. New Status Quo: Establish a new state of equilibrium.

How to Mitigate Resistance

Accept resistance as a natural stage in the process. Navigate through the chaos through strong leadership and coaching.

Reference

- "The Satir Model: Family Therapy and Beyond" by Virginia Satir

8. Lewin-Rippin’s Model

Steps

1. Appreciation: Acknowledge past achievements.

2. Set Direction: Develop a clear strategy for change.

3. Design: Craft a design for how the change will take place.

4. Implement: Roll out the change.

How to Mitigate Resistance

Fostering a culture of appreciation creates an emotionally safe environment for change to happen, thereby reducing resistance.

Reference

- "Contemporary Change Management" by Campbell, C. & Huffington, C.

9. General Electric Change Acceleration Process (CAP)

Steps

1. Leading Change: Senior management must lead the change.

2. Creating a Shared Need: Develop a compelling need for change.

3. Shaping a Vision: Collaboratively shape a vision for the future.

4. Mobilizing Commitment: Engage all levels of the organization.

5. Making Change Last: Ensure the change is sustainable.

6. Monitoring Progress: Regularly track the progress of the change initiative.

How to Mitigate Resistance

Creating a shared need and vision that is co-created can significantly reduce resistance.

Reference

- General Electric’s Change Acceleration Process documentation

10. Jick’s 10-Steps Model

Steps

1. Analyze the Organization: Understand the current state and capabilities.

2. Create a Shared Vision: Develop a common vision for change.

3. Separate from the Past: Make a clear break from previous ways of working.

4. Create a Sense of Urgency: Instill a sense of urgency among employees.

5. Support a Strong Leader Role: Identify a change champion.

6. Line up Political Sponsorship: Secure executive and middle management support.

7. Craft an Implementation Plan: Develop a detailed roadmap.

8. Develop Enabling Structures: Create frameworks that support the change.

9. Communicate, Involve People, and Be Honest: Keep the lines of communication open.

10. Reinforce and Institutionalize Change: Make the change permanent through policies, processes, and cultural adjustments.

How to Mitigate Resistance

Keeping communication channels open and involving people in the change process can significantly reduce resistance.

Reference

- "The Recipients of Change" by Todd D. Jick

Conclusion

Managing change successfully is a complex process requiring a multi-pronged approach. By understanding and employing the steps in these models, managers involved in strategic planning, leadership development, and team development can implement change more effectively, while mitigating resistance.

For any consultancy firm or internal change management team, these models provide a rich toolkit for enabling transitions in organizational strategy, leadership, and team cohesiveness.