GUIDE
Choosing the right change model for different types of change
- Discover how to identify the type of change and align it with the right change management model to navigate organizational transformation effectively.
Imagine leading your company through a significant transformation. Perhaps you are integrating a new technology, responding to market shifts, or restructuring to enhance agility and innovation. The success of such initiatives often hinges on effective change management. Without a well-suited approach, even the most promising changes can face resistance and ultimately fail.
With all the changes organizations have experienced in recent years, selecting the right change management model is more critical than ever. The right model aligns with your organizational culture and goals, ensures smoother transitions, minimizes resistance, and maximizes the likelihood of successful outcomes.
Understanding and implementing the appropriate change management approach can mean the difference between thriving in the face of change and struggling to survive.
Identifying the type of change
There are numerous change models to choose from (ADKAR, Lewin, Kotter’s 8-Step Model, McKinsey’s 7 S model, Lean Change Management, and many more). Still, you are not guaranteed to have a successful project just because you follow the checklist provided by one of these models. To manage change effectively, you need to select and adapt the right approach for your project and your organization’s culture. Much like assembling the right tools for a specific task, change management requires thoughtful consideration of the organization’s needs and the type of change being implemented.
The first step in selecting a change model is determining the type of change you are implementing. This will allow you to choose the model that best aligns with your end goal. Using an overly complex model for a straightforward initiative or a simple one for a transformational change can lead to frustration and an increased risk of failure.
Unfortunately, there is no one-size-fits-all change model. You will need to tailor any model to the type of change you are implementing and your organizational culture.
Developmental change
Developmental change focuses on improving existing processes, skillsets, or operations without fundamentally altering the organization’s behavior or culture. Examples include process improvements or cross-training initiatives.
- Recommended Models: Pariveda’s Change Framework, PROSCI’s ADKAR model, and Lean Change Management.
- Why: These models are scalable for smaller projects and allow for straightforward implementation, aligning with the simplicity and minimal impact of developmental changes.
Transitional change
Transitional change often results from external pressures, such as market dynamics, regulatory shifts, or competitive challenges. These incremental changes involve automating processes or introducing new functionalities to existing systems.
- Recommended Models: Pariveda’s Change Framework, Kotter’s 8-Step Model, and Lean Change Management.
- Why: Structured frameworks work well for these scenarios, offering clarity and predictability. Tailoring the model to fit your organization’s decision-making processes ensures better alignment and outcomes.
Transformational change
Transformational change involves fundamental shifts in strategy, processes, or culture, often with unknown future states. This type of change is the most complex and requires adaptable and iterative approaches.
- Recommended Models: Pariveda’s Change Framework, Elements of ADKAR, Lewin’s Change Management Model, and custom approaches inspired by Lean Change Management.
- Why: Time-bound, linear models can be challenging for transformational change. Flexible approaches allow for evolving strategies as new insights emerge.
Approaches to selecting a change management model
When preparing for change and selecting your approach, numerous factors must be considered, including change scope, employee impact, works processes impacted, competing changes, training/capability needs, project length and resources needed, the type of change, and the rollout approach. In addition to the factors mentioned above, you should also analyze the following:
Evaluate readiness for change
Assess your organization’s available resources, skills, and stakeholder buy-in. A readiness assessment can help identify potential barriers and areas needing reinforcement, ensuring a solid foundation for the chosen model.
Define objectives and goals
Align the change initiative with your organization’s broader strategic objectives. Involving key stakeholders early ensures their input is reflected in the model selection, enhancing buy-in and relevance.
Leverage lessons from the past
Analyze previous change initiatives to understand what worked and what didn’t. Use these lessons to inform your approach and refine the chosen model to fit current needs.
With so many change models out there today, it is important to choose the right approach and focus on a suitable plan of action (rather than using the same model for every change or picking one at random.) The right model can streamline the change process, ensure stakeholder buy-in, and help maintain momentum. Before adopting one of the popular change management approaches, take the time to examine your organizational culture, your organization’s motivation for change, and the type of change you are implementing. By understanding the type of change and aligning it with the right model, you can navigate the complexities of organizational change more effectively. This careful consideration reduces the risk of failure and enhances your organization’s ability to adapt and thrive in a constantly changing environment.
Want help with your change journey? Pariveda has built a change magnitude calculator to help you right-size your change efforts and think through your approach, accelerating adoption and ROI realization.
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