3 articles with this tag
Kotter's 8-step change model provides a proven framework for leading organizational transformation through creating urgency, building coalitions, forming vision, enlisting volunteers, enabling action, generating wins, sustaining acceleration, and instituting change. The steps should be worked on simultaneously, not sequentially. The model appeals to both logic and emotions while anchoring change in culture.
The ADKAR Model transforms organizational change into five manageable stages: Awareness, Desire, Knowledge, Ability, and Reinforcement. Unlike theoretical frameworks focused on structures, ADKAR addresses individual psychology, recognizing that failed change initiatives trace back to people getting stuck at specific stages. Real implementation takes 3-18 months depending on complexity.
Bridges Transition Model addresses the human side of change through three stages: ending and letting go, the neutral zone, and new beginnings. Understanding these emotional transitions helps leaders guide employees from resistance to acceptance, making change initiatives more successful.