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There are many change management frameworks available to guide change agents that want to implement organizational change, such as:
Lewin's Change Model
Lewin's theory of change consists of three phases in which the change agent must go through before the change can become permanent with a force-field that can affect the change positively or negatively. (Mitchell, 2013)
This theory may be more suitable for small ventures as it assumes a stable environment (Mitchell, 2013).
Unfreezing: When the change is needed
Moving: When the change is initiated
Refreezing: When equilibrium is established
Note. From Mitchell (2013).
Bullock and Batten’s Phases of Planned Change
Bullock and Batten's model consists of four phases and has the assumption that the change is planned and defined. This model works well for simple projects but is not indicated for more complicated changes. (Cameron & Green, 2020)
Exploration: Explore the need for change and gather resources such as experts in the field
Planning: Planning with the stakeholders and experts followed by diagnosis and actions for the change
Action: Follow the action plan and evaluate, update the plan as needed
Integration: formalize the change with policies, rewards, updates
Note. From MBA Knowledge Base (n.d.).
Kotter's Eight-Steps Model
An easy step-by-step model that leaders can use to initiate organizational changes. Provides a clear framework that utilizes a volunteer army to help enable the change. (Cameron & Green, 2020)
Note. From Clerkin Consulting (n.d.).
Video: Theories and Models-Change Management Models
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