There are many organizational change models in existence. While they vary in level of detail and usefulness, most of them are actually saying broadly the same thing.Summary by The World of Work Project
Organizational Change Models
Organizational change is the process of intentionally changing key aspects of an organization in an effort to help the organization become better equipped to deliver its strategic objectives.
There are many different suggested ways to do this, and many models that can be used. In our view, most of them say roughly the same thing, just in different levels of detail. We look at three models below to show their similarities.
In essence all organizational models are trying to overcome three core challenges associated with change:
- If people aren’t ready to change, they will not change.
- If people can’t practice the changes that are being introduced, the changes will fail.
- If people can’t see the benefits on the new ways of doing things, they will probably revert to their old ways of doing things.
Obviously, the structure of challenge we use is aligned to the stages of Kurt Lewin’s model and it is his model that we think the most elegant, though it provides far less detail than the other models so is, in some ways, less useful.
The World of Work Project View
We don’t have much to add to this. There’s a lot of noise around organizational change, but we think all the models are trying to do roughly the same thing.
We like Kurt Lewin’s model the most as it’s elegant, but we think John Kotter’s is the most useful. That said, we think learning about several models is a good thing to do for all change practitioners.
Sources and further reading
Where possible we always recommend that people read up on the original sources of information and ideas.
The contents of this post have been based on our own experience and consideration of other posts within this website. Refer to them for more details.
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