Struggling to deal with change of any type might be more common than you think—in fact, it’s an everyday experience for some people. So, what can you do to ensure your company undergoes transition effectively? Enter change management models.
Change management frameworks provide structured approaches that guide businesses through transformations, helping leaders address challenges and support their teams.
From people-focused approaches like ADKAR to iterative improvement cycles like Deming’s PDCA, each model offers unique strengths for various types of change. This guide will explore 10 popular change management frameworks, providing insights into their purpose, scale, and benefits.
Change management models are structured frameworks that guide organizations through planned transformations. They outline steps for managing the people, processes, and technology affected by change to ensure a smooth transition from a current to a desired state.
These frameworks provide proven strategies to address resistance, minimize disruptions, and embed new practices within an organization’s culture. Thus, using organizational change management models is essential, as they enhance the likelihood of successful and lasting change.
Businesses need a defined framework for handling change to ensure a structured and effective approach. Key reasons include:
Thus, implementing a change management model before undergoing an important transition is a great way to ensure that everything goes smoothly and that employees’ morale remains high.
Managing transitions in your company can be easy if you know how to approach them. Here are the 10 best change management models you can choose from.
The ADKAR Model was developed by Jeff Hiatt, the founder of change management solutions company Prosci, in 1996 and first published in a whitepaper in 1999. It focuses on individual change by addressing specific stages employees undergo during organizational transformations.
The five goals of the ADKAR Model, as outlined in the acronym itself, are:
💡The ADKAR Model is best suited for businesses undergoing people-focused change initiatives, such as cultural shifts or process updates, which benefit most as the model emphasizes individual support throughout transitions.
Kotter’s 8-Step Process was first outlined by Harvard Business School professor and author Dr. John Kotter in his 1996 book Leading Change. One of the best-known change management models, it’s designed to guide organizations through change by focusing on building momentum and embedding change in culture.
The eight steps outlined by Dr. Kotter are:
💡Kotter’s 8-Step Process is best suited for large organizations needing systematic and sustained change, as it emphasizes broad support and incremental achievements to foster lasting transformation.
Lewin’s Change Management Model was developed by German-American psychologist Kurt Lewin in his 1947 paper Frontiers in Group Dynamics. The framework offers a straightforward approach to guiding organizations through change by reshaping established behaviors.
It’s one of the earliest models of change management, dividing the process of change into three stages:
💡Lewin’s Change Management Model is best suited for smaller businesses or teams needing clear and manageable steps for adapting to change, as this model simplifies transitions by focusing on stability and reinforcement.
The McKinsey 7-S Framework was developed by McKinsey consultants Robert H. Waterman Jr. and Tom Peters in the 1980s. It’s designed to help organizations align internal elements for effective change and improved performance.
The seven steps in this change management model all start with the letter ‘S’, as the name implies:
💡The McKinsey 7-S Framework is best suited for large and complex organizations requiring a holistic alignment of operations, culture, and strategy to adapt smoothly and sustain change across various departments.
The Bridges Transition Model was developed by American author and consultant William Bridges. It focuses on the emotional transitions individuals experience during organizational change, promoting a smoother and more people-centered adaptation.
Bridges outlined three stages in his organizational change management model:
💡The Bridges Transition Model is best suited for organizations undergoing major shifts, like mergers or cultural changes, as the model emphasizes supporting employees emotionally through transition phases for better acceptance.
The Nudge theory is a behavior science-based change management model popularized by legal scholar Cass Sunstein and behavioral economist Richard Thaler in their 2008 book Nudge: Improving Decisions About Health, Wealth, and Happiness. Its focus is encouraging change by subtly guiding choices without force.
Guiding comes in the form of nudges, which are small changes in the environment or way choices are presented, designed to influence people’s behavior. There are three main types:
💡The Nudge Theory is best suited for organizations aiming to encourage sustainable, healthy, or habit-based behaviors without imposing change, as it promotes effortless and cost-effective behavior shifts.
The Satir Process of Change was developed by American psychotherapist Virginia Satir to explain how families adapt to change by navigating stages that address emotional responses and behavior shifts. However, its key concepts can also be applied to the business world.
It’s another successful example of change management models that are born from psychology and outlines four essential stages in the process of change:
💡The Satir Process of Change is best suited for organizations facing change that impacts employee emotions and relationships, as this model emphasizes coping mechanisms and emotional adaptation for smoother transitions.
The Kübler-Ross Change Curve, also known as the five stages of grief, was developed by Swiss-American psychiatrist Elisabeth Kübler-Ross in her 1969 book On Death and Dying. It illustrates the emotional phases people experience during times of loss.
However, together with the Satir Process of Change, it’s one of the change management frameworks that stem from psychology but can be applied to business as well. The five stages of the model are:
💡The Kübler-Ross Change Curve is best suited for organizations implementing disruptive changes, like restructuring or downsizing, as this model addresses emotional responses, supporting employees through each stage to foster acceptance.
Maurer’s 3 Levels of Resistance, developed by change expert Rick Maurer, identify types of resistance during change initiatives. They were designed to help leaders address underlying causes and improve employee acceptance.
The three levels of resistance are:
💡Maurer’s 3 Levels of Resistance is one of the change management models best suited for organizations facing strong employee resistance, such as during mergers or cultural shifts, as it offers targeted strategies to address specific resistance levels.
It’s a common myth that American business theorist William Edwards Deming developed the well-known Plan-Do-Check-Act (PDCA) Cycle change management model. In fact, Deming himself credits a work by physicist Walter Andrew Shewhart for the idea.
Starting from Shewhart’s Cycle for Continuous Learning and Improvement, Deming published his Plan-Do-Study-Act (PDSA) cycle in 1993. His framework evolved into what we know today as the PDCA Cycle.
This change management model helps organizations systematically solve problems and implement effective changes in four stages, as outlined by the acronym:
💡Deming’s PDCA Cycle is best suited for businesses aiming for ongoing improvement, such as manufacturing or process-driven organizations, who benefit from its iterative approach, fostering quality and operational excellence.
When choosing the right change management model for your business, you should consider your company’s specific needs and culture first. Here are a few tips to help you get started.
We created the table below to provide more information on the particularities of each of the 10 best change management models discussed in this article.
Implementing organizational change management models successfully involves key best practices to ensure smooth transitions and employee engagement. Here are some things to keep in mind:
By following these best practices, organizations can integrate effective models for change management and utilize communication plan templates to help employees adjust smoothly, nurturing a lasting and positive transformation.
Choosing the right change management model for your business can significantly impact the success of any transition. Whether addressing emotional resistance, aligning internal structures, or fostering behavioral shifts, these models provide valuable frameworks to ensure smoother, more effective transformations.
By understanding the strengths of each model and aligning them with specific business needs, leaders can help their teams adapt confidently, reducing resistance and enhancing long-term results. Ultimately, the right model supports sustainable change, empowering organizations to thrive in a dynamic environment.
Technical writer at Touchpoint with a knack for UX. Focused on creating clear, concise product documentation and engaging marketing materials alike.
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