Organizational Change Models To Successfully Navigate Business Growth

Organizational change models are structured methods designed to bring change to your business. Daily business practices might be unproductive. Leadership structures and employee engagement might be askew. In cases like this, change models can help to reorganize your company and bring about new ideas. If you are a business owner looking to implement new ways to run your company, consider using one of the change models listed below. Here are some of the top organizational change models.

Lewin’s Change Management Model

Lewin’s change management model is one of the oldest and most popular organizational change models. It explains change management through an analogy involving a block of ice. There are three steps: unfreeze, change and refreeze. Unfreezing involves preparing everybody in the company for change. It is common for people to resist change. This can be a hindrance when trying to incorporate new ideas. Therefore, it is important to get every employee on the same page. The “change” phase is where actual business model change takes place. A lot of the time will be spent getting people used to the transition into new business practices. Finally, refreezing is where the changes have been successfully implemented. Business continues running as usual. The new changes become a natural part of the day. Lewin’s model is widely used due to its simplicity. With three simple steps, workers can eased in and out of transition periods. This is what makes it one of the best organizational change models.

Stage 1 Of Change

The first step in Lewin’s Change Management Model is Unfreeze, as mentioned above. In this step, most people make an active effort to resist forthcoming changes. In order to be able to overcome this tendency towards stagnation, a business owner must motivate everyone involved during this period. This becomes the period for thawing or unfreezing by motivating stakeholders through repeated conversation and promotion. Step 1 of Lewin’s Change Management theory is, perhaps, the most important of the three to ensure successful transitions.

McKinsey 7-S Model

The “7-S” refers to the seven steps in this organizational change model. The first step is strategy, where a step-by-step plan is made for future change. Then structure, which involves dividing the company into specific sections. Next you move to systems. This step focuses on the day-to-day activities of a business. After that is shared values. This is where a company’s core values are identified. The fifth step is called style. It identifies the method in which a company plans to implement change. Next is staff, which focuses mainly on the employees. The final step is skills, which pinpoints people’s main strengths. McKinsey’s model is great in that it allows you to gain a deeper understanding of your company. This is an excellent change model for those who want an in-depth, multi-step process.

Kotter’s Change Management Theory

Kotter’s change management theory has several stages for implementation as well. Increase urgency is the first step. It is meant to motivate employees to move toward specific goals, just as there are strategies to prepare employees to recognize the fraud triangle. Communicate is next. It emphasizes the importance of communicating in order to attain success. Then come a more unique stage, which is focused on short term goals. This step encourages businesses to break down the main goal into smaller, more achievable ones. The model ends with incorporate change, which is the culmination of all prior steps. One of the main benefits of Kotter’s model is that it is broken down into very simple steps. This makes it easy for companies to incorporate change. It also focuses on accepting change rather than forcing it. This makes it one of the more unique organizational change model.

Nudge Theory

Nudge theory is one of the more complex theories in change management, and unfortunately it is not nearly as simple as it is to use event management software. As the name suggests, it involves nudging employees toward certain goals. Subtle words of encouragement are key. In this method, managers try to look for small influences that may be driving people. They may also look to eliminate negativity that might be holding employees back. Nudge theory involves utilizing subtle movements that will nudge your company toward change over time. It is difficult to implement due to its complexity. However, it is beneficial in that it places value in the thoughts and feelings of your employees. If you can handle the sophistication of this approach, then Nudge theory might be an effective organizational change model for you.

There are several methods you can use to bring change to your business and turn it into the wealth engine you have dreamed of. Change management models like McKinsey’s and Kotter’s involve several in-depth steps that are designed to make the transition easy. Nudge theory, on the other hand, requires a more sophisticated approach. Ultimately, all of these methods are helpful in bringing high levels of change to your company. Study each of these top organizational change models and choose one that is best for your business.

Photo from http://www.jasonnoble.co.uk/tag/amazon/