Three Models for Change Management

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"Nothing ever REALLY changes around here." 

Don't let someone say that about you or your organization. To help you create positive changes that "stick," here is a brief overview of three different models that I find helpful.

First Off - Change Management vs. Project Management

Before we dig into the details, let's clarify the difference between "change management" and "project management." Change management is about people issues - roles, responsibilities, and communication processes to help manage the inevitable resistance to change in our organizations and ourselves. Project management is about technical issues like budgets, timelines, and technology to help with the change. Elsewhere, I've written about the ADKAR model that I use with coaching clients. This post will provide you with some additional options and context for leading your organization through change.

Now let's get to the models!

John Kotter (External Processes)

One of the "classic" change management models is by John Kotter. You can read about the model in this 1995 HBR article - "Leading Change: Why Transformation Efforts Fail." or check out this helpful infographic on Kotter's model from Mindtools. Here's a list of Kotter's eight steps.

1. Create Urgency

2. Form a Powerful Coalition

3. Create a Vision for Change

4. Communicate the Vision

5. Remove Obstacles

6. Create Short Term Wins

7. Build on the Change

8. Anchor the Changes in Corporate Culture

William Bridges (Psychological Process)

William Bridges focuses on the transitions that people must go through for change management to succeed. Rather than focusing on the external processes needed (as in Kotter's model), Bridges focuses on the psychological process of helping people accept and embrace change.

There are three stages in his psychological model.

1. Endings

2. The Neutral Zone

3. New Beginnings

To manage the transition:

1. Communicate with the organization about why the change is needed.

2. Collect information from those affected by the change to understand its impact on them. Gain their investment in the outcome.

3. Audit the organizations’ transition readiness.

4. Educate leaders about how the change will affect individuals in the organization to manage the transition effectively.

5. Monitor the progress of individuals as they go through the three stages of transition.

6. Help individuals understand how they can positively contribute to the change and the importance of their role in the organization.

Prosci (A Little Bit of Both)

1. Preparing for the change

   1. Define your change management strategy

   2. Prepare your change management team

   3. develop your sponsorship model (As the sponsor goes - so goes the project)

2. Managing the change - use the ADKAR model here.

   1. Develop change management plans

   2. Take action and implement the plans

3. Reinforcing the change

   1. collect and analyze feedback

   2. diagnose gaps and manage resistance

   3. implement corrective actions and celebrate success!

What These Change Management Models Have in Common

1. All the models insist we think about preparing for the change, carrying out the change, and our follow-up after making changes happen.

2. Change management is not a solo project.

3. Communication is essential!

4. It's not a "one and done" process (monitoring, measuring, celebrating, reinforcing are all necessary along the way)

How a Coach Can Help with Change Management

If you are looking for additional support from a coach, here are some ways a coach can help you.

1. Working directly with senior leaders. Often leaders say the right things, but they don't behave in the right ways. Coaches help bridge that gap.

2. Working with the change management teams and workgroup. Coaches help teams address communication challenges, aligning them on values and outcomes.

3. Training coaching skills for leaders. Contrary to how we often view coaches, actual "coaching" does not tell people how to solve their challenges. It's about asking powerful questions so people can find the solutions that will work for them. And that's what makes it so powerful.

4. Partner with Project Manager who handles the tactical issues of money, timeline, etc. Coaches excel in helping leaders address "people" issues.

Inflection Points for Change Managers and Coaches

According to recent research released by the Association for Change Management Professionals and the International Coaching Federation, here are some points where inserting an external resource like a coach or change management professional can help.

• Evaluating Change Impact and Organization Readiness

• Formulating Change Management Strategy

• Developing Change Management Plan

• Executing Change Management Plan

• Completing Change Management Effort

• Re-evaluating change impact and org readiness to start the cycle again!

Recommendations for Change Management

So if this article has you thinking about using a specific model and working with an outside coach, I offer two last recommendations:

• Bring in a coach as early as possible.

• Identify where you are in the process and how the coach can help you bridge gaps, focusing on reducing resistance to change.

• Click the link below to schedule a free consultation. You will identify where you are, clarify where you need to go next, and leave with specific recommendations for the actions you need to take.