Sample Solution

Change management involves efficiently managing the processes of a company’s transition from one state to another (Hoch et al., 2020). There are various approaches organizations can take when managing change. The most widely used techniques include Lewin’s Change Management Model, Kotter’s 8-Step Process and McKinsey 7-S Framework (Rahman, 2017).

Lewin’s Change Management Model is based on three main stages: unfreezing (preparing for the change), changing (implementing the change process) and refreezing (integrating new changes into existing practices) (Rainey & Bozeman, 2019). It is an effective technique as it allows employees to gradually adjust to the transformation while being supported by leadership.

Kotter’s 8-Step Process outlines eight steps that should be taken in order for a successful transformation: creating a sense of urgency; forming a powerful coalition; creating a vision for success; communicating this vision; empowering others to act on it; planning for small wins and consolidating improvements quickly along with celebrating successes as well as dealing with resistance to change. This model provides clear guidance about how leaders can manage transitions successfully by analyzing different aspects of the organization such as operations, culture and people etc.

Finally, McKinsey 7-S Framework looks at seven interdependent ‘soft elements’ within an organization namely strategy, structure, systems, skills, style/culture shared values and staff in order to understand how they affect each other during any kind of transition or shift in direction or focus (Dehghan & JafariSilakhori ,2020). Thus, this approach helps generate greater alignment between all organizational components leading to increased performance levels.