- change management frameworks
- guide organisations through transitions. The most prominent include:Kotter’s 8-Step Process
- Lewin’s Change FrameworkADKAR frameworkKotter’s 8-Step ProcessEstablish a sense of urgencyForm a guiding coalitionCreate a vision for change
- Communicate the visionEmpower broad-based action
- Generate short-term winsConsolidate gains and produce more changeAnchor new approaches in the cultureExample: A retailer launching a new digital platform began with urgency around changing customer expectations, formed a cross-functional team, communicated a compelling vision, and celebrated early improvements to build momentum.Lewin’s Change ModelUnfreeze: Prepare the organisation to accept change by challenging the status quo.Change: Transition through adoption of new behaviours and processes.
Refreeze
: Stabilise the organisation by embedding changes into everyday practice.
- Example: A manufacturer seeking to improve quality first destabilised old habits, implemented new protocols, then reinforced behaviours through training and recognition.ADKAR modelAwareness of the need for changeDesire to support the change
- Knowledge of how to changeAbility to implement change
- Poor communication
- : Inadequate information can cause confusion and low morale.
- Solution: Communicate regularly, using clear and consistent messaging across channels.Lack of leadership commitment: Without executive support, initiatives may falter.
- Solution
- : Gain leadership buy-in and ensure visible commitment throughout the transition.Cultural misalignment: Change may conflict with existing organisational culture.