Mba 687 (5-1)

Change Management Models Name Institution Course and Code Professor Date Change Management Models Brief Description of Change Management Models (CMM) ADKAR CMM  Prosci compiled a list of five components essential for individual and organizational transitions to be successful. They are listed within the ADKAR CMM. The first element is "Awareness," which means that the staff conveys their satisfaction that there is a need for change. "Desire" propels everyone to start with the change process by understanding change's importance. "Possibility" stands for the staff having the necessary knowledge regarding their role in the change process (Thekkekara, 2023). The last aspect is "Knowledge," which signifies the personnel undergoing the learning process to ensure the successful fulfillment of their new roles. ADKAR provides the means to oversee organizational change processes to satisfy the individual's needs and readiness to undertake the process. Kotter’s CMM  A professor from Harvard School of Business, John Kotter, first introduced Kotter's CMM. This model is a thorough framework with eight processes to help companies tackle revolutionary changes. The framework shows the importance of creating urgency to compel participants to comprehend the need for change. A clear vision is set, which outlines a clear path toward the transition. Change management requires building coalitions to garner support from critical people who can champion the change process (Graves et al., 2023). These stages start by spreading the vision, mobilizing people to action, generating successes, guaranteeing victories, and changing the organizational approach. Through the Kotter method, leadership is at the heart of coordination, synchronization, and continuous advancement of organizational goals. Lewin’s CMM Lewin’s CMM was developed by Kurt Lewin and it entails three main stages: Unfreeze, Change, and Refreeze. In the unfreeze stage, people and the organization are more open to change by removing old habits and welcoming fresh ideas. The change phase is not only about installing those changes but rather the successful implementation, which mostly requires cooperation, training, and communication (Burnes, 2020). To ensure the sustainability of the new state, refreeze stage also means delivering long-term viability, enforcing the changes, and integrating them into the organizational culture. Lewin's model highlights the importance of systematically moving through the steps of the process, minimizing the possible resistance towards the change, thus ensuring the organizational transformations' success. Comparison of the Benefits of These CMMs The change management strategy varies depending on the business environment and the problems encountered. The main idea of ADKAR is personal readiness and people change. The systematic approach guides the employees to know why change is required (Awareness), experience the desire to join in (Desire), learn the essential skills (Knowledge and ability), and obtain continuing support for long-term adoption. According to Bekmukhambetova (2021), this shift towards prioritizing individual preparation decreases negativism and increases personal involvement. Hence, it improves the implantation of change. ADKAR's ease of use and clarity make it a good tool when companies go through small, incremental changes or want to emphasize the transition of individuals for success. Kotter's change management model provides a step-by-step guide on dealing with large-scale organizational change. A significant benefit is leadership and cultural congruence, which are the essential points of the program. Kotter's plan addresses organizational change from the top down, which involves creating urgency, forming alliances, and putting down roots of change culture. An additional attribute is its focus o...