Through the years, brilliant minds have developed a lot of theories and models that relates to change management. Some were still applied as of this time and considered as key factors in change management implementation. The following are two of the few that has been proven effective as far as success of organizational change is concerned:
(1) The ADKAR Model
This model of change was developed by Prosci coming from inputs of 1000 organizations in 59 countries. It describes the five building blocks required for change to be realized successfully. These are the following:
(a) Awareness of why is there a need for change
(b) Desire to participate in the change
(c) Knowledge of what and how to change
(d) Ability to implement new behaviors
(e) Reinforcement to lock in change
(2) The Six Change Approaches
This was developed by Kotter and Schlesinger, designed to prevent or minimize employee resistance to change. These are the six change approaches:
(a) Education and Communication
– Helping employees see the importance of change and the logic behind it.
(b) Participation and Involvement
– Delegating people in the change efforts will make it easy for them to buy it in instead of resist it.
(c) Facilitation and Support
– Making employees deal with the anxiety during the transition period.
(d) Negotiation and Agreement
– Fighting resistance by offering incentives and rewards to employees to keep the motivation alive.
(e) Manipulation and Co-option
– Patronizing gestures that leads to employee development by having them participate in change management discussions.
(f) Explicit and Implicit Coercion
– Forcing employees to accept and adapt changes by making them realize that their job will be at stake should resistance persist.