Change is hard. Supporting individuals as they navigate their change journey helps to ensure people are prepared and equipped for the change (pre- and post- change implementation).
The application of a change model can assist the change leader to increase change initiative adoption rates. In addition, a change management model can:
- Position employees to adopt new behaviours, skills, and values
- Encourage innovation
- Foster an environment of continuous improvement
- Promote a shared common vision among employees
Examples of common Change Management models include:
Prosci ADKAR(R) Change Management model
The Change Curve
The Change Curve model helps the user to predict how people respond to change and how they emotionally experience a major disruptive change.
There are 4 distinct stages within the Change Curve:
- Status Quo (current state)
- Disruption
- Exploration (transitionary state)
- Rebuilding (future state)
The emotional experiences individuals experience during each stages are: Shock, Denial, Anger, Bargaining, Depression, Acceptance and Commitment.
While the steps represent a natural human response for adapting to the change it is important to note that the journey through the stages is unique as individuals will react to change in varying ways.
The model affords the change leader an opportunity to gather insights into the impact the change will have on the stakeholder (whether an individual or group of individuals). The model helps predict how individuals or team members react to change and where they are along their respective change journey. From here, the Change Leader is well positioned to strategize approaches to support those impacted.
For information on a slightly modified version of the model and how you can help your team members accept change, please visit “The Change Curve” by MindToolsVideos
Ambrose model of Change
The Ambrose model of change emphasizes the emotional response to a change activity.
The key takeaway is that, as leaders of change, it is important we understand and prepare for an individual’s emotional and unique response to the change.
The Ambrose model focuses on 5 elements: vision, skills, incentive, resource, and action plan. When all 5 elements are present, change efforts are more successful, and we are most likely to achieve the desired outcome. The model further demonstrates that when elements are absent, an emotional response is observed. For example: lacking a clear vision and understanding of why the change is need, the likely emotional response observed will be confusion.