Shifting Gears
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작성자 Douglas Bronson 작성일25-04-13 13:18 조회3회 댓글0건관련링크
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Change is inevitable in an ever-evolving business environment. To ensure a smooth transition, organizations must adopt effective change models that facilitate flexibility and minimize resistance. Here, we'll examine some of the most widely used change models used for effective implementation.
1 Kurt Lewin's Model of Change: This model, developed by psychologist Sigmund Freud, is one of the most widely used and well-known change models. It emphasizes three phases: unfreezing, reforming, and consolidating. The process starts with unfreezing the need for change and creating a vision for the future. The changing phase focuses on implementing the change, and the refreezing phase is all about solidifying the new behaviors.
Lewin's model emphasizes the importance of the people side of change management, acknowledging that they must be adequately prepared and supported throughout the process.
2 McKinsey 7S Framework: This model was first introduced by Robert Galley of McKinsey in the 1980s. The 7S framework provides a inclusive approach to change management, considering seven elements: strategy, culture, processes, people, leadership, colleagues, and shared values.
The model is particularly useful for its recognition that a change in one element can trigger a cascade of changes across the other six elements.
3 Kobasa Model: The Kobasa model is a stress management model developed by Erik Erikson that can also be applied to change management. The model focuses on three key dimensions of adaptation to change: responsibility, control, and opportunity. Those with high levels of these dimensions tend to be more adaptive to change.
The Kobasa model is useful for recognizing and addressing personal differences in the ability to cope with change.
4 ADKAR Model: The ADKAR model is a structured approach to change management developed by McKinsey. ADKAR stands for Learning, Desire, Understanding, Capacity, and Support. The model provides a detailed framework for managing change, from initial awareness of the need for change to reinforcing new behaviors.
The ADKAR model is often used in corporate change initiatives where a clear and structured approach is required.
5 Kotter's 8 Step Process: Introduced by PeterDrucker in his book "Leading Change, Harvard Business Review," 8-step process optimization an waste reduction provides a comprehensive approach to leading change. The eight steps include creating a sense of urgency, building a guiding coalition, developing a clear and compelling vision, communicating the vision, empowering others to own the vision, and creating short-term wins.
Kotter's model is useful for its applicability across a wide range of business contexts and organizational size.
In summary, selecting a suitable change model is crucial for a effective transition. Different organizations have unique changes and requires tailor-made approaches.
1 Kurt Lewin's Model of Change: This model, developed by psychologist Sigmund Freud, is one of the most widely used and well-known change models. It emphasizes three phases: unfreezing, reforming, and consolidating. The process starts with unfreezing the need for change and creating a vision for the future. The changing phase focuses on implementing the change, and the refreezing phase is all about solidifying the new behaviors.
Lewin's model emphasizes the importance of the people side of change management, acknowledging that they must be adequately prepared and supported throughout the process.
2 McKinsey 7S Framework: This model was first introduced by Robert Galley of McKinsey in the 1980s. The 7S framework provides a inclusive approach to change management, considering seven elements: strategy, culture, processes, people, leadership, colleagues, and shared values.
The model is particularly useful for its recognition that a change in one element can trigger a cascade of changes across the other six elements.
3 Kobasa Model: The Kobasa model is a stress management model developed by Erik Erikson that can also be applied to change management. The model focuses on three key dimensions of adaptation to change: responsibility, control, and opportunity. Those with high levels of these dimensions tend to be more adaptive to change.
The Kobasa model is useful for recognizing and addressing personal differences in the ability to cope with change.
4 ADKAR Model: The ADKAR model is a structured approach to change management developed by McKinsey. ADKAR stands for Learning, Desire, Understanding, Capacity, and Support. The model provides a detailed framework for managing change, from initial awareness of the need for change to reinforcing new behaviors.
The ADKAR model is often used in corporate change initiatives where a clear and structured approach is required.
5 Kotter's 8 Step Process: Introduced by PeterDrucker in his book "Leading Change, Harvard Business Review," 8-step process optimization an waste reduction provides a comprehensive approach to leading change. The eight steps include creating a sense of urgency, building a guiding coalition, developing a clear and compelling vision, communicating the vision, empowering others to own the vision, and creating short-term wins.
Kotter's model is useful for its applicability across a wide range of business contexts and organizational size.
In summary, selecting a suitable change model is crucial for a effective transition. Different organizations have unique changes and requires tailor-made approaches.
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