Streamlined Approach to Change Management: Swift Guide [Including Templates]
Implementing change in an organization can be a complex and challenging process, but with the right tools and strategies, it can be made smoother and more effective. Here, we'll explore some of the key models and steps involved in change management, and how a modern platform can help facilitate this process.
Understanding the Models
There are several models that can guide organisations through the change management process. One such model is the Maurer 3 Levels of Resistance and Change Model, which focuses on the three levels of resistance that often cause change to fail: I don't get it, I don't like it, and I don't like you. Another model is the Kübler-Ross Change Curve, which uses the five stages of grief to address and guide employees through change: Denial, Anger, Bargaining, Depression, and Acceptance.
Other models include McKinsey's 7-S Model, which has seven elements that determine organizational issues that change can address: Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills. Kotter's 8-Step Theory for change management consists of eight steps: Create a sense of urgency, Build a guiding coalition, Form a strategic vision, Enlist a volunteer army, Enable action by removing barriers, Generate short-term wins, Sustain acceleration, and Institute change.
The Deming Cycle (PDCA) is a continuous improvement cycle with four steps: Plan, Do, Check, Act. The ADKAR Change Management Model has five main goals: Awareness, Desire, Knowledge, Ability, and Reinforcement. The Satir Change Model helps manage employees' emotions towards organisational change and has five stages: Late status quo, Resistance, Chaos, Integration, and New status quo. Bridges' Transition Model guides employees and their emotional reactions throughout the change and breaks the change process into three stages: Ending, losing and letting go, The neutral zone, and The new beginning.
Key Steps in Change Management
Regardless of the model used, there are several key steps that are common to most change management processes. These steps include:
- Identify goals and define the vision and scope: Clearly articulate what needs to change and why, setting specific objectives, success metrics, and boundaries for the change initiative.
- Assess and plan the change: Understand the need for change, analyze its impact on the organization—processes, systems, people—and develop a detailed change plan outlining objectives, timelines, resources, and performance gaps.
- Engage stakeholders and communicate: Identify and involve key stakeholders early, including change champions, to build support. Develop a communication plan to share goals, progress, and benefits tailored to different audiences.
- Develop and provide training: Address skill gaps identified during planning by delivering appropriate training and resilience-building programs to help employees adapt to changes.
- Implement the plan incrementally: Roll out changes in phases or sprints to build confidence and momentum, frequently gathering feedback and adjusting plans as needed. Start with easier tasks to generate early wins.
- Monitor progress and evaluate impact: Use feedback, performance data, and stakeholder input to assess whether the change is meeting its goals, making adjustments where necessary.
- Perform a post-transition review: After full implementation, measure the degree of change against initial goals, confirm the sustainability of changes, and ensure organisational alignment to the new state.
Simplifying Change Management with Modern Tools
A modern platform can help simplify the change management process by offering a rich library of templates, an intuitive editor, and features like an AI image generator, Brand Wizard, and interactive design elements. With these tools, creating professional-looking change management plans and other HR documentation is made much easier. Additionally, the platform allows you to publish and share your plan with everyone in your organization, or share it privately with a select few.
In conclusion, using various types and models of change management will help ensure that your organization will come out of the process better than ever. By following the key steps outlined above and leveraging modern tools, you can increase the chances of success for your change management initiatives.
[1] Prosci's ADKAR Model: A Research-Based Change Management Model. (n.d.). Prosci. https://www.prosci.com/resources/change-management-methodology/adkar-model
[2] Kotter, J. P. (2014). Leading Change. Harvard Business Review Press.
[3] McKinsey & Company. (2018). The 7-S Framework: A Guide to Aligning Your Business Strategy and Organization. McKinsey & Company. https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/the-7-s-framework-a-guide-to-aligning-your-business-strategy-and-organization
[4] The Change Management Body of Knowledge. (2015). Association of Change Management Professionals. https://www.acmpglobal.org/resources/acmp-standards/change-management-body-of-knowledge
[5] The Change Management Institute. (2013). Change Management Institute's Change Management Standard. Change Management Institute. https://www.changemanagementinstitute.org/standards/change-management-standard
To effectively navigate the implementation of change in a business context, it's beneficial to utilize models like the Maurer 3 Levels of Resistance and Change Model, the Kübler-Ross Change Curve, or Kotter's 8-Step Theory for change management. These models provide insight into resistance, stages of change, and the steps required for successful transformation.
Following a change management process, common steps include: defining the vision and scope of the change, assessing and planning the change, engaging stakeholders, delivering training, implementing change in phases, monitoring progress, evaluating impact, and conducting a post-transition review. Simplifying this process can be accomplished with the help of a modern platform, providing templates, an editor, and collaborative tools.
