Change Management Models Explained

Change management, just like its name may suggest, refers to business adjustment process which involves shifting and transitioning of individuals, teams and whole organizations from their current state to some targeted future state. As an organizational process, its aim is to help employees accept and deal with changes in the most rational and efficient way. There are a number of distinctive change management models that exist. But choosing which one of them is the most suitable to be applied largely depends on the level of changes that needs to be instituted as well as individual characteristics of each organization and its employees.

The light model in change management is the model that involves small changes.  It includes projects that require very short time to institute and does not require more than 1 to 2 hours to properly plan. A light project should be limited to executing only on or two primary goals. Those projects that may require reaching additional goals should be considered as  medium sized models.

In the medium size models, each project has a duration period between one and twelve months. It is the most used change management model, and each project can be complex but limited to only a specific topic. Management needs to consider forming an analysis group which can look into element of the process. Also, they should consider creating a ‘Power Team’ which will consist of highly dedicated members that will oversea the whole project during its entire implementation.

Above medium size models are complex models. They are used for large and rather complicated change management projects. They can involve large groups of employees from different departments. Duration of these projects can vary from six to thirty six months. Due to its complexity many employees may experience high stress and doubts. So it is essential that the company employees maintain open communicarion channels to keep all the stakeholders properly informed.

There is also the quick model.This is a special model where time of completing tasks is the most important objective. This model does not require an analysis phase, and  a short action plan is all that is needed. Usually quick models can help increase teams or individual’s energy, motivation and job satisfaction. It can often be used as an energy booster and momentum builder for complex models.

Some may also like to look into day by day models. Rather than considering profound structural changes, it is purely focused on achieving increased energy and improvements in teamwork. 

An essential  part when applying any change management model is to build in evaluation systems that consist of active listening and proper assessment.

It is also important to note that a crucial part of all change management models is the initial unfreeze process. This process is used to explain to employees what exactly is going on, why it is beneficial and what it will all mean to all of them.
    

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