Models of change.
Now that you have given your team and management an overview of the reorganization and accompanying change impacts, you need to prepare your team to help manage the change. Using the Library, other materials, and credible Internet sources, complete the following:
Describe 3 models of change.
Discuss their advantages and disadvantages in relation to the situation and culture at Pegasus.
The three models of change that can be used to help manage the change process are Kurt Lewin’s Three-Step Change Model, John Kotter’s Eight Step Change Model and Prosci’s ADKAR model.
Kurt Lewin formulated a Three-Step Change Model showing that change is a complex process requiring three steps: Unfreezing, Movement or Transition, and Refreezing (Ellis & Levy, 2018). The first step in the model is unfreezing where an individual or organization must recognize their need for change. In this step it is necessary to reduce resistance by increasing awareness of why changes must occur. The second step is movement or transition which involves making behavioral adjustments as well as any external changes needed to support them. Finally there is refreezing which occurs when new behavior has become comfortable and accepted; it also helps prevent backsliding into old patterns (Ellis & Levy, 2018).
John Kotter proposed his Eight Step Change Model which states that successful organizational changes requires eight distinct phases (Ganesh et al., 2015). The steps include creating urgency, forming a powerful coalition, developing a vision and strategy, communicating the vision throughout the organization, empowering employees to act on the vision removing obstacles and providing recognition for success along with producing short term wins (Ganesh et al., 2015). This model focuses on taking small steps but being able to see some immediate successes along the way.
Finally we have Adkar’s model developed by Prosci which stands for Awareness Want Knowledge Ability Reinforcement (Springer et al., 2019). This five-step framework helps guide people through the adjustment process required during times of organizational change. It works by focusing on each individual affected rather than looking at groups or teams as whole units; meaning they need to achieve certain goals in order for individuals within them to reach desired outcomes. These elements are achieved through awareness of why changes are occurring; creating desire; gaining knowledge about what needs to be done; developing ability through tools and resources needed; finally ongoing reinforcement will ensure progress continues long after implementation has finished (Springer et al., 2019).
