Effective Change Management: A Comparison of Key Models for Leaders

This essay provides an overview of change management and its importance in modern organizations, focusing on three prominent models: the ADKAR model, Lewin's change management model, and McKinsey's 7S model. It discusses how each model can be applied to manage organizational change effectively, considering factors like employee diversity and strategic alignment. The essay emphasizes the practical application of these models, particularly in preparing employees for change, aligning organizational strategies, and maintaining a diverse culture within the organization. The author concludes by highlighting the suitability of these models for managing change and achieving organizational goals in today's competitive business environment, with a focus on simplicity and strategic alignment.

Running head: CHANGE MANAGEMENT MODELS
CHANGE MANAGEMENT MODELS
Name of the Student
Name of the University
Author Note

1CHANGE MANAGEMENT MODELS
Learning Outcome 3
Part B
Introduction
Change management can be considered to be a process with the help of which the
individuals within a particular organization are able to manage the changes that have taken
within the organizational processes. The process is thereby able to support the individuals so
that they are able to equip themselves in an effective manner in order to cope with the
changes. The different changes which take place within the organizations are unique in nature
and the effects of these changes are also different in the individuals (Al-Haddad & Kotnour,
2015). The change management is thereby able to provide an effective structured approach in
order to support the changes and organizational processes. The changes that take place within
the organizations from the current state to future state are managed in an effective manner by
applying the process of change management (Anderson, 2016).
The change management process which is implemented within the organization is
thereby based on different types of models. The models are implemented by the organizations
based in their effective needs and demands. The different types of change management
models which can be applied in the organizations include, ADKAR model, Lewin’s change
management model, Kotter’s 8 step change model, KATGAR Change model, McKinsey’s 7S
model. The models are thereby applied in the organizations based on the change process
which is implemented within the modern organizations (Benn, Edwards & Williams, 2014).
Discussion based on the change management model
According to Benn, Edwards & Williams, (2014), change management is an
important part of the effective operations of the modern organizations. The leaders thereby

2CHANGE MANAGEMENT MODELS
need to implement the change management based models in order to affect organizational
processes. The model needs to be selected based on the ways by which it is able to implement
the changes in an efficient manner within the organizations. The organizations are thereby
able to operate in a profitable manner with the help of proper implementation of the change
process which is decided by the management.
As argued by Cameron & Green, (2015), the management changes are based on the
ways by which diversity levels in the company can be maintained. I think that change
management is able to affect the ways by which change management is implemented within
the organization. The diversity levels in the company can thereby be maintain with the
implementation of proper levels of changes. Change within the organization are able to
increase the revenues and the profitability based levels in an effective manner. The levels of
collaboration between the management and employees are thereby able to facilitate the levels
of changes that are implemented within the company.
As discussed by Hornstein, (2015), the first change management model which I
think can be effective for the modern organizations is the ADKAR model. The Prosci
ADKAR change management model is a goal oriented model which is able to guide process
of change management. The five different outcomes that are a part of the change
management models include, awareness, desire, knowledge, ability and reinforcement. This
model is thereby able to allow the leaders and the teams based on change management in
order to focus on the activities. The model is able to provide the clear levels of outcomes and
goals for the activities based on the change management.
The model is thereby able to provide an easy-to-used and simple framework which is
based on the individuals in the company who are concerned about the changes. The complex
process of change management is thereby made simple with the help of proper application of

3CHANGE MANAGEMENT MODELS
ADKAR model. The model is able to provide effective process of changes that can be
implemented within the organization in an effective manner. The changes in the organization
can take place with the help of two major dimensions of the change based process which
include the business side of the change and people based size of the change. The company
thereby needs to consider these two sides of changes in order to manage the process in an
effective manner (Kuipers et al., 2014).
According to, Sjöblom, (2018), the second change management based model which I
think can be implemented easily in the organizations is Kurt Lewin’s change management
model. This model is based on the proper implementation of the changes within the modern
organizations which is able to prepare the employees before effective implementation of the
changes. The first step of this change management model is termed as the unfreeze. This
stage is mainly based on the ways by which the employees are prepared for change
management process.
This level is considered to be the most important part of the ways by which
employees and other individuals of the company are prepared before the change has been
implemented in the organizational process. The second stage of the process is based on the
implementation of the change. This step can be termed as “change” which is the most
important part of the entire process. The third step of the process can be termed as refreeze
(Van der Voet, 2014). This step is based on the ways by which the organizational processes
are stabilized in an effective manner after the change process has been implemented. The new
processes which has been implemented and new levels of relationships which have been
developed in the organization is a part of the third step.
As discussed by Hornstein, (2015), the third major change management model
which can be implemented in the organizations is McKinsey’s 7S Model. This model is based

4CHANGE MANAGEMENT MODELS
on the ways by which the change process in the organizations can be aligned with different
aspects of the company. The seven major aspects that are considered to be an important part
of the organizational operations include, structure, skills, strategy, staff, systems, style and
the shared values. The major point of the model is based on the effective connection which
are established between the different aspects of the organizations which are able to support
the change process.
According to Cameron & Green, (2015), the 7S based factors of the company are
divided between the hard S factors and the soft S factors. The first aspect of the company
which is able to play a major role in the change process is the strategy which is implemented
by the organization. The structure of the organization is based on the different business based
divisions and the units which are organized and is able to include the information of the
accountability of people. The systems are thereby based on the different procedures and the
processes of the company. The process of decision making is thereby based on the daily
business based activities.
The skills on the other hand are based on different abilities with which the employees
are able to perform in an efficient manner. The staff based element of the model is based on
the recruitment based process of the modern organizations. The style of the organizations is
based on the ways by which the top levels based managers of the company are managed in an
effective manner. The shared values are thereby considered to be the most important part of
the standards and the norms which are able to affect the behaviour of the employees and the
foundations which are developed by the organizations (Benn, Edwards & Williams, 2014).
As discussed by Van der Voet, (2014), the changes in the organization can be
implemented effectively with the help of this model in the modern organizations. The
different steps which are a part of the change management process based implementation are

5CHANGE MANAGEMENT MODELS
based on different steps. The first step is based on proper identification of the effective areas
which not have been aligned.
The second step of this change management process is based on the ways by which
organization design can be determined effectively. The third step of this process is based on
the decisions related to the areas where the changes need to be implemented. The fourth step
is based on the ways by which necessary changes can be made within the organization. The
fifth and the last step of the process is based on the continuous reviewing based process of the
7S of the model. The usage of this model is useful for the proper implementation of change
within the organizations (Cameron & Green, 2015).
I consider that the three change management based models which have been
discussed earlier in the essay are most effective for the management of change within the
modern organizations. I think that the levels of diversity within the organizations can be
managed effectively with the help of the three change management models. The competitive
environment of the business is thereby an important part of the decisions that can be taken
based on the implementation of changes. The vision or goals which have been set by the
organizations are able to affect the ways by which the changes can be implemented in an
effective manner.
The ADKAR model is suitable for the modern work based environment of which I am
a part. The complex change process within my organization can be effectively maintained
with the help of this model. On the other hand, the Lewin’s change management model can
also be implemented by my organization in order to manage the levels of diversity in an
effective way. The diverse employees who are a part of my organization need to be prepared
with the help of the Lewin’s model. The company is thereby able to implement the changes

6CHANGE MANAGEMENT MODELS
by preparing the employees for the change that is to be implemented (Benn, Edwards &
Williams, 2014).
The three different stages of the company are important for the management of
changes in my organization. The McKinsey’s 7S model can be useful for my organization as
this is able to align the strategies of my company with the changes that have been employed
in an effective manner. The different aspects of my company are aligned with the change
process that has been decided by the management.
I feel that the McKinsey’s 7S model can be considered highly useful for the
implementation of changes in the modern companies. Different aspects of the company
thereby need to be discussed based on the ways by which change can be implemented. The
model will be helpful for my organization to apply the changes with respect to the proper
alignment with the strategies which have been developed earlier. This change management
model has been selected by me based on its simplicity and ways by which it is able to align
the strategies of my company with the changes that can be implemented.
The diverse employees of my organization can thereby be managed effectively with
the help of this change management based model. The change process can be implemented
within my organization with the proper help that is provided by the model and the different
aspects. This model is considered by me to be most suitable for my organization in order to
maintain the diverse culture effectively. The suitability of this model for me is based on the
ways by which I am able to analyse different organizational aspects in order to start the
change process (Anderson, 2016).
Conclusion

7CHANGE MANAGEMENT MODELS
The essay can be concluded by stating that the change management process and
models are thereby able to affect the operations of different modern organizations in an
effective manner. The three different models of change management are thereby able to affect
the ways by which companies start the change process effectively. The most important part of
the change management based models is related to their importance in the modern
organizations. The analysis has helped in the proper selection of the most effective change
management based model that can affect the operations. The model which has been selected
with the help of the analysis is the McKinsey’s 7S model. The levels of diversity within the
organizations can also be maintained in an effective way with the help of the McKinsey’s
model. The analysis has thereby been able to prove the high levels of importance of different
change management models in the operations of modern organizations.

8CHANGE MANAGEMENT MODELS
References
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a
model for successful change. Journal of Organizational Change Management, 28(2),
234-262.
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page Publishers.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014).
The management of change in public organizations: A literature review. Public
administration, 92(1), 1-20.
Sjöblom, S. (2018). Exploring the role and challenges of middle management in a changing
organisation: Using change management models as a tool for analysis.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public
organization: Transformational leadership and a bureaucratic organizational
structure. European Management Journal, 32(3), 373-382.