10 Best Change Management Models for Your Company and How to Choose the Right One

Adapting to organizational change is crucial for staying competitive, now more so than ever. From technological advancements to shifting market dynamics, companies face continuous pressure to evolve. To manage these transformations effectively, organizations turn to change management models—structured frameworks that guide the process of implementing organizational change successfully.This article defines change management models, explores ten of the best organizational change management models currently in use, and also provides guidance on selecting the right one for your company.

What Are Change Management Models?

Change management models are structured methodologies designed to help organizations navigate the complexities of transformation. These frameworks outline the steps needed to prepare, implement, and sustain changes in new processes, culture, or systems. By offering a clear roadmap, they reduce uncertainty, minimize resistance, and ensure a smooth transition.

The importance of these models cannot be overstated. They act as a stabilizing force during turbulent times, aligning organizational efforts with strategic goals while addressing employee concerns. Whether it’s a minor adjustment or a major overhaul, leveraging an organizational change management model ensures a more efficient and effective transition. The right change management framework can be the deciding factor in successful change.

10 Best Change Management Models

Now that we’ve established what change management models are, it’s time to explore the different approaches that are generally used in the business world. The following ten change management models are tried-and-true strategies that address diverse organizational needs. Each change management framework offers unique strengths and approaches for managing organizational change.

1. Lewin’s Change Management Model

Kurt Lewin’s model is one of the earliest and most influential frameworks for understanding organizational change. It simplifies the process into three phases: Unfreeze, Change, and Refreeze.

• Unfreeze: Identify the need for change and prepare stakeholders by breaking down existing norms and resistance.
• Change: Introduce new processes or behaviors with clear communication and leadership support.
• Refreeze: Stabilize and reinforce the changes, embedding them into the organization’s culture for long-term success.

2. McKinsey 7S Model

The McKinsey 7S model offers a holistic view of organizational dynamics, focusing on seven interconnected elements: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff. The McKinsey 7S model emphasizes that all these components must be aligned for successful organizational change. 

For instance, altering a company’s strategy might necessitate changes in its systems or skills. By examining these interdependencies, organizations can ensure that structural and cultural aspects of change are effectively addressed within this change management framework. 

3. Kotter’s 8-Step Change Model

Dr. John Kotter’s 8-Step model is a highly structured approach to large-scale organizational change. It begins by creating a sense of urgency to motivate stakeholders and assembling a coalition of influential leaders to champion the change. The next steps involve developing a clear strategic vision, communicating it effectively, and removing obstacles. 

The process continues with celebrating short term wins, building on momentum, and anchoring the change in the company culture. This model focuses on process, and it is particularly effective for long-term change management strategy initiatives.

4. ADKAR Model for Change Management Processes

The ADKAR model, developed by Prosci, focuses on the individual as the unit of change. It outlines five stages necessary for employees to transition successfully:

• Awareness

• Desire

• Knowledge

• Ability

• Reinforcement

This model is employee-centric, emphasizing the importance of preparing individuals for change, equipping them with the knowledge and skills they need, and reinforcing behaviors to ensure lasting success.

5. Nudge Theory

Nudge Theory, rooted in behavioral economics, promotes change through subtle interventions that encourage desired behaviors without direct enforcement. Instead of mandating compliance, it creates an environment where the new behavior feels like the natural choice. 

For example, rearranging the workplace layout to subtly promote collaboration can drive behavioral changes and a new strategic vision. The Nudge Theory Model focuses on voluntary evolution, and it is particularly effective for fostering cultural shifts and reducing resistance to the change process.

6. Bridges Transition Model

The Bridges Transition model focuses on the psychological and emotional aspects of change, dividing the process into three phases:

• Ending: Let go of old habits and identities, often involving grief or resistance.
• Neutral Zone: A period of uncertainty and exploration where innovation and transformation can occur.
• New Beginning: Acceptance and commitment to the change process.

7. Kübler Ross Change Curve

Adapted from the grief model by Elisabeth Kübler-Ross, the Kübler Ross Change Curve identifies five emotional stages employees typically experience during change:

• Denial

• Anger

• Bargaining

• Depression

• Acceptance

By understanding these stages, leaders can empathize with employees and provide targeted support to help them navigate the transition.

8. Satir Change Model

The Satir Change model highlights the impact of change on personal and organizational systems, outlining five stages:

• Late Status Quo

• Resistance

• Chaos

• Integration

• New Status Quo

It emphasizes the turmoil (Chaos) that often accompanies change but also highlights the opportunities for growth and continuous improvement (Integration).

9. Resistance to Change Model

This model addresses the common barriers that hinder change, such as fear of the unknown, loss of control, or lack of trust. It emphasizes proactive communication, stakeholder involvement, and training to address resistance effectively. By focusing on the human side of successful change, this model helps organizations overcome the primary obstacles to success and obtain both long term and short term wins.

10. PDCA Cycle Change Model

Also known as the Deming Cycle, the PDCA model (Plan, Do, Check, Act) is a continuous improvement framework. The process involves four key steps:

• Plan: Identify the change needed and develop a plan to implement it.
• Do: Execute the plan on a small scale to test its effectiveness.
• Check: Evaluate the results of the test to determine if the change is successful.
• Act: Implement the change on a larger scale if the test is successful, or make adjustments and repeat the cycle if necessary.

This iterative approach is particularly effective for incremental changes and ongoing improvements.

Collectively, these models offer various approaches to managing change, from focusing on individual behaviors to addressing organizational dynamics. There isn’t necessarily a one-size-fits-all solution; different companies and different kinds of change can benefit from a variety of strategies.

How to Choose the Right Change Management Model for Your Company?

Selecting the right change management model requires a thorough understanding of your organization’s unique needs and circumstances. Consider the following change management factors:

1. Nature of Change: For small, iterative changes, the PDCA Cycle might be ideal. Large-scale transformations may benefit from Kotter’s 8-Step model or McKinsey’s 7S.
2. Organizational Culture: Employee-centric change models like the ADKAR model or Nudge Theory work well in collaborative and open environments. The ADKAR model is especially effective for cultural change linked to change management. 
3. Timeline and Resources: If time is a constraint, straightforward change models like Lewin’s or Bridges Transition can expedite the process.
4. Employee Resistance: Change management models like Kübler-Ross or Resistance to Change specifically address emotional and psychological barriers.
5. Integration Needs: Multi-faceted change management models like McKinsey 7S are useful when alignment across various organizational elements is essential.

Sometimes, a hybrid change management approach combining elements from multiple models is the best solution for successful change. Change initiatives frequently succeed based on the ability to be flexible and think outside the box. 

Change Management Models Work Best when Paired with the Right Digital Tool

Whether introducing new technologies, restructuring departments, or aligning with global strategies, successful use of change management models is key to achieving seamless transitions. And regardless of the model you select, pairing it with the right digital tool can make a tremendous impact. Sociabble, with its robust employee communication and engagement platform, is uniquely positioned to drive success in your change management processes.

Empowering Employees Through Communication

Sociabble centralizes and personalizes communications, ensuring every employee receives relevant updates during change management. With its top-down, peer-to-peer, and bottom-up communication capabilities, Sociabble helps organizations manage change by:

• Delivering real-time updates: Employees can access the latest news through web apps, mobile apps, and newsletters​​.
• Fostering transparency: Features like “Must-Read” content and pinned posts ensure critical messages reach the right audience​​.
• Supporting multilingual workforces: Built-in translation tools enable consistent communication across global teams​​ during change management.

Driving Engagement and Alignment

Change management models often meet resistance. Sociabble’s engagement framework transforms this challenge into an opportunity:

• Gamification elements: Badges, leaderboards, and challenges motivate employees to participate in change initiatives​.
• Employee-generated content (EGC): Encourage employees to share their stories, ideas, and feedback during transitions, fostering ownership and reducing resistance during change management​​.
• CSR alignment: Reward participation with meaningful incentives, like planting trees through Sociabble Trees, aligning with corporate social responsibility goals as part of change initiatives​​.

Seamless Integration with Existing Ecosystems

Sociabble integrates effortlessly with Microsoft 365, Teams, SharePoint, and other tools, ensuring a smooth fit into your existing digital workplace. Its Azure-based infrastructure guarantees high security, reliability, and compliance with GDPR standards​​. This ensures your company’s ability to keep running smoothly, without having to alter its current toolkit. 

Empowering Leaders and Teams

Organizational change management begins at the top. Sociabble supports leadership teams with tools to:

• Host interactive live events: Share change management strategy updates and field questions in real time to build trust​.
• Monitor progress and impact: Advanced analytics provide insights into employee engagement and content effectiveness, enabling leaders to adapt their strategies dynamically​​.

Making Change Personal and Local

Sociabble allows organizations to decentralize communication while maintaining control during change initiatives. With Sociabble, local admins can customize content for different audiences, ensuring relevance at local levels without diluting corporate messaging​​.

Conclusion: These Popular Change Management Models Can Make a Difference. And Sociabble Can Help.

Organizational change is inevitable, but its success depends on how it is managed. In this article, we’ve explained the importance of change management models, and provided examples of ten of the most popular ones currently in use. 

By selecting and leveraging the change management model that’s right for your organization, you can navigate transformations with confidence and clarity. Whether implementing subtle nudges or executing large-scale transitions, these models provide the roadmap to guide organizations toward sustainable success. Choose wisely, adapt thoughtfully, and embrace organizational change as a catalyst for growth.

Sociabble is an employee communication platform that can help facilitate change management by keeping employees informed and engaged about company news and developments. We’ve already partnered with global leaders like Coca-Cola CCEP, L’Occitane en Provence, and Primark, and we’d love to discuss ways we can help you reach your change management and communications goals as well. Just sign up below for a free, personalized demo.