Preparing for organisational transitionChange managers are often appointed to make organisational change go smoothly. They use

• change management frameworks
• to make changes such as:
• Restructuring job roles.
• Restructuring business processes.
• Implementing new technologies.

Decreasing resistance to a change initiative

Resistance is inevitable in any change initiative because people often find it unsettling being asked to work in new and different ways. So, change managers can often expect a denial reaction from staff. It takes time to overcome those reactions. When

change managers

are transparent from day one, the less resistance they are likely to face.Improving performance and productivity

When an organisation adapts improved ways of working, it tends to increase productivity. At the same time, it encourages innovation. As a result, it guarantees improved performance and places an organisation in a healthier environment better able to succeed.Reducing costsWhen positive change is applied correctly, it helps to reduce waste and therefore reduce costs. Effective change management helps an organisation make smart choices. It increases productivity, decreases risks, and helps to improve the profitability of an organisation.

Change management principles

• Clear communication
• : Ensure transparency and regular updates throughout the process.
• Leadership involvement

: Leaders must champion change and encourage desired behaviours.

• Stakeholder engagement
• : Involve and listen to those affected by the change.
• Process improvement
• : Focus on refining and optimising business processes.

Proactive

• risk management
• : Identify, assess, and mitigate potential challenges.
• Continuous feedback and adaptation
• : Monitor outcomes and adjust strategies where necessary.

Change management processes

Kotter’s 8-Step Process

Lewin’s Change Framework

ADKAR frameworkKotter’s 8-Step ProcessEstablish a sense of urgencyForm a guiding coalitionCreate a vision for change

Communicate the vision

• Empower broad-based action
• Generate short-term wins
• Consolidate gains and produce more change
• Anchor new approaches in the culture
• Example: 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 Model

Unfreeze

• : 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 change

Desire to support the changeKnowledge of how to change

Ability

1. to implement change
2. Reinforcement
3. to sustain change

Example: In a software roll-out, employees learned why the upgrade was essential (Awareness, Desire), received hands-on workshops (Knowledge, Ability), and were rewarded for adoption (Reinforcement).

Change management challenges

• Organisations frequently encounter obstacles when managing change. Common challenges include:
• Resistance to change
• : Employees may fear job loss, uncertainty, or increased responsibilities.

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• to ensure lasting results.
• Summary of key frameworks used in change management
• Model

Core StepsMain FocusKotter’s 8-Step

8 outlined steps

Building urgency, vision, momentumLewin’s Change

Unfreeze, Change, Refreeze

• Preparing, transitioning, embedding
• ADKAR
• Awareness, Desire, Knowledge, Ability, Reinforcement
• Individual adoption stagesRelated concepts in change managementOrganisational development

: A discipline focused on improving organisations through planned interventions in processes and culture.

• Stakeholder engagement
• : The ongoing process of involving those impacted by change in planning and implementation.
• Leadership in change management
• : The role of leaders in inspiring, directing, and supporting people through transitions.
• Risk management

: Identifying, analysing, and mitigating risks that arise during change initiatives.

• Process improvement
• : Reviewing and enhancing business processes to align with new goals.
• FAQs
• What is change management and why is it important?
• Change management is the process of guiding organisations, individuals, or teams through transitions. It is important because it enables smoother implementation of change, reduces resistance, and ensures that strategic objectives are achieved efficiently.

What are common change management frameworks?

How ADKAR can revolutionise your change management strategyMarcus P., Operations Analyst

Simon Buehring 23 Feb 2026 The course was clearly structured, with short modules and questions that reinforced key ideas.

Uncover the essentials of the ADKAR model to effectively manage change. Learn how to confidently guide your team through transitions. Continue reading to master change management strategies.Kieran D., Delegate