How to Choose the Right Change Management Methodology
So how do you know which one to choose?
Like a skilled conductor, an expert change consultant understands these approaches and how they can benefit you and your unique needs.
Let’s examine some of the top Change Management methodologies:
- Prosci’s ADKAR Model: Strengths: It is individual-focused, easy to understand, and research-based. Limitations: It may not fully address organisational aspects.
- Kotter’s 8-Step Process for Leading Change: Strengths: A clear roadmap emphasises creating urgency and building coalitions. Limitations: It can be rigid for complex changes and assumes linear progression.
- Lewin’s Change Management Model: Strengths: Simple, intuitive three-step process (Unfreeze-Change-Refreeze). Limitations: May oversimplify complex changes and assume change is a static event.
- McKinsey 7-S Model for Organisational Transformation: Strengths: It is a holistic approach that considers multiple organisational elements. Limitations: It can be complex to implement and may not provide clear action steps.
- ACMP’s Standard for Change Management: Strengths: Provides a comprehensive framework and industry-recognised best practices. Limitations: It may be too broad for smaller organisations and requires significant resources to implement fully.
- Bridges’ Transition Model: Strengths: It addresses the psychological aspects of change and focuses on transitions rather than change events. Limitations: It places less emphasis on practical implementation steps and may not provide enough structure for some organisations.
- Kübler-Ross Change Curve: Strengths: It recognises the emotional stages of change and helps predict and manage reactions. Limitations: Originally designed for personal grief, it may not apply to all organisational changes.
- PDSA (Plan-Do-Study-Act) Cycle: Strengths: The iterative approach encourages continuous improvement and learning. Limitations: It may be too simplistic for large-scale organisational changes and doesn’t explicitly address human factors.
When deciding which one to apply to your change, it pays to understand each one. However, choosing just one methodology might not be the best approach for your unique situation.
Enable Change Partners recognises that no single methodology is perfect for every situation. Therefore, we craft custom solutions instead of choosing one by selecting the most appropriate elements from the various approaches.
Our process involves:
- Thoroughly assess your organisation’s needs, culture, and goals.
- Identifying which aspects of different methodologies will be most effective.
- Blending these elements into a cohesive, tailored strategy.
- Remaining flexible in adapting the approach as the change unfolds.
- This customised approach offers several benefits:
- Addresses your organisation’s specific challenges
- Leverages the strengths of multiple methodologies
- Increases buy-in by aligning with your organisational culture
- Improves adoption rates by considering both individual and organisational needs
- Enhances overall change maturity by exposing your team to diverse best practices
By creating a finely tuned strategy with you for your organisation.
We can increase the likelihood of successful change implementation, improve adoption rates, and build your internal change capability.
When working with a multinational tech company undergoing a significant digital transformation, we combined Kotter’s sense of urgency, ADKAR’s individual focus, and elements of Prosci’s comprehensive approach to creating a tailored strategy that resulted in a 95% adoption rate of new systems within six months, far exceeding the client’s expectations.
In the complex landscape of organisational change, one-size-fits-all approaches often fail. However, a carefully crafted, custom strategy can help your organisation navigate change more effectively, leading to better outcomes and a more adaptable organisation.
Reach out today for a non-obligation discussion on the right approach for you and your organisation. Read our article on understanding the role of a Change Manger and what they can do to support you.
