Change Management Models For Change Process In An Organisation (1)

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Change Management Models For Change Process In An
Organisation
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• Change is a constant phenomenon bu.. It just
  doesnt happen. It undergoes many acceptance,
  suggestions and expected output process and is
  finally well-embedded. The implementation of the
  same needs to be well-managed, and also give
  effective outputs.
• A change management process should be viewed from
  everyones perspective and not just the
  organisations own. The process involves
  inconvenience, disruption, and hassle for taking
  a leap of faith towards the nebulous long-term
  goals.
• It might get difficult to have an ideal change
  management process but Enov8 brings down to you
  just the right models that might get you right to
  the effective results from the change management
  process. Lets have a look at the change
  management models which can give you requisite
  steps.

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• Lewins change model
• This is the oldest documented model on-going
  since the mid-1900s. The model was incepted by
  Kurt Lewin and is divided into three major steps
• Unfreeze
• Change
• Freeze

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• The three major challenges faced by an
  organisation are addressed in this model.
  Unfreezing step aka removing restrictions for
  accepting changes involves analysis of current
  processes.
• You need to convince people about the changes you
  want to implement and win their hearts. The next
  step, Change involves the implementation of the
  same by managing the psyches of the employees and
  the output.
• The Freeze means the changes are implemented and
  can be crystallized for practising it for years
  during the IT test environment management.

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• Bridges Transition model
• Willian Bridge, an organisational consultant,
  through his skill of managing and understanding
  the human side, cracked down a model for Change
  management. This model runs parallel to the Lewin
  model and can be categorized as below
• Endings
• Neutral zone
• New beginnings

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• One should be ready to welcome some negative
  emotions through the employees.
• It may sound sceptical initially, but one should
  know that your organisations staff is
  comfortable to work in a particular environment
  only for years. Any changes will shake this up
  and the ending zone represents this.
• This negative feeling will soon settle down after
  proper convincing and will lead a way towards the
  new beginnings.
• The model is dedicated completely towards
  managing emotions and morale of the employees.

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• Kotters 8 step change model
• Developed by John Kotter, this is the only model
  that focuses less on change and more on the
  people involved. You need to an influx of the
  sense of urgency for the change implementation.
  The great effect of the model can be achieved
  following the below-mentioned 8 steps

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• Create a sense of urgency
• Building a guiding coalition
• Form a strategic vision and initiatives
• Enlist a volunteer army
• Enable action by removing barriers
• Generate short-term wins
• Sustain acceleration
• Institute change
• This model helps an organisation to build
  receptive participants by building trust,
  transparency, and teamwork. This is a more
  incremental and calculated approach for
  implementing change.

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• The Aftermath
• Not all the models are the cherry pick, many of
  them depend on your team, structure, support and
  more.
• There are many IT environment management tools
  available through which you can breed the change
  in the organisation and within.
• Having the right set of the framework will help
  you to deploy the changes effectively and allow
  your business to evolve.

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Contact Us

• Company Name Enov8
• Contact Person Niall Crawford
• Address Level 5, 14 Martin Place, Sydney, 2000,
  New South Wales, Australia.
• Phone(s) 61 2 8916 6391
• Fax [phone]
• Website - https//www.enov8.com

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