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How do I Choose the Best Change Management Model?

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  • Written By: G. Wiesen
  • Edited By: Heather Bailey
  • Last Modified Date: 07 September 2016
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Choosing the right change management model for your business or organization is an important part of the change process. The right model can make the difference between a transition that is smooth and easy and one that causes a great deal of strife and conflict within your business. In general, you want to consider the needs of your organization and the other people you work with to determine what type of model or change system will work best for everyone involved. The best change management model is usually the one you can customize to fit your needs and addresses the specific concerns of the various people within your organization.

Change management is the process of utilizing a change management model to properly plan and execute change within a business or similar organization. In order to meet the needs of a wide array of companies and groups, there are many different systems and change models that have been devised by various experts. To determine the best change management model for you and your organization, you should begin by looking closely at your group and determining your needs.

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This sort of evaluation typically takes the form of two distinct, yet important, processes: considering your human resources and considering the types of change you wish to implement. The best change management model for you will be one that addresses the needs and concerns of the people you work with or who work for you. This means that the more you know about the people involved in this change, the better equipped you will be to implement an effective change management model.

You should begin by considering how people you work with have reacted to change in the past. It can also be helpful for you to begin presenting basic ideas regarding the changes you wish to make and gauging the reactions of others to these ideas. For example, if you notice little resistance from employees to making changes, then you can utilize a change management model that focuses more on implementation than on preparation. On the other hand, if you find that many of your employees seem resistant to change, then you will likely need a model that focuses on preparing them for the changes ahead.

It can also be helpful to consider the types of changes you are looking to make and find a model that works best for such a change. If you wish to implement automation that will eliminate half your workforce, for example, then you will likely need a change management model much different from what you might use to expand operations and double the size of your workforce. In a situation like the previous example, you could utilize a model based on the five stages of grief. In the latter situation you might use a model that focuses more on the positive participation of current workers to encourage productive growth.

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