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Key takeaways

  • Different change models suit different scales of change and different human impacts.
  • Use Lewin’s three stages to frame straightforward organisational change from start to stabilisation.
  • Apply Kotter’s eight steps when coordinating large, complex transformation programmes.
  • Use Senge’s systems view to understand how change spreads and affects individual staff over time.
  • Borrow Satir and Kubler Ross to anticipate emotional responses and reduce disruption during change.
  • Use ADKAR to diagnose and build individual readiness through Awareness, Desire, Knowledge, Ability, and Reinforcement.
Apply McKinsey 7-S to align key organisational elements and track progress and issues clearly.How to write a business case
Contents

  • Contents
  • Introduction
  • Lewin change model
  • Kotter change model
  • Peter Senge model
  • Satir change model

ADKAR model

How To Write a Business Case

McKinsey 7-S model

Kubler Ross change curveIntroductionSome

change management

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Kotter change model

Kotter’s 8-step model is suitable for large change initiatives in complex organisations. Kotter expanded on the work of Kurt Lewin to develop a more complex, more intricate model for the

management of change

.

Read more and see a colourful infographic about the Kotter change management model here.

Peter Senge model

Peter Senge

looked at change in terms of biological and ecological metaphors. Using this perspective, he developed a robust model for the management of change, particularly regarding the effect on individual members of staff.

Read more and see a colourful infographic about the

Senge change management model

here.

Satir change modelVirginia Satir was an author and therapist. Satir’s model was made to help therapists understand the human response to death and trauma. Interestingly, this model was quickly appropriated by quick-thinking change managers and repurposed to help reduce the impact of change on businesses.Read more and see a colourful infographic about the Satir change model here.

ADKAR model

The ADKAR model breaks change into 5 component elements — Awareness, Desire, Knowledge, Ability, and Reinforcement. The ADKAR model is also a key element of the Prosci change management methodology.

Read more and see a colourful infographic about the

ADKAR model

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What jobs are available in change management?

Simon Buehring

23 Feb 2026

Explore the exciting and dynamic career opportunities within the field of change management. Read on to learn about the various job roles available.

How APMG Change Management qualifications can help your career

Simon Buehring19 Feb 2026

Learn how APMG Change Management qualifications can enhance your career by aligning with global standards. Read more to discover their benefits.

  • CHANGE MANAGEMENT
  • APMG Change Management

Foundation

Learn the fundamentals of enterprise change management.

Practitioner

Includes Foundation & Practitioner combined option.

  • PROGRAMME MANAGEMENT
  • MSP
  • ®
  • Foundation
  • Learn the fundamentals of programme management.
  • Practitioner
  • Includes Foundation & Practitioner combined option.
  • INFORMATION TECHNOLOGY (IT)

ITIL

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Foundation