Sequential Model for Effective Change Implementation

The sequential change implementation model is a combined approach that can be used as a roadmap by recommending the most effective tools and steps toward successful change management. It is worth mentioning that for having a most effective change implementation each steps in this model should consider respectively and any step can not be ignored or skipped.

Shared Diagnosis

According to this stage the necessity for planning and implementing a specific change has been identified by the managers.

Talking about my understandings, in this stage the need for the change should be identified and base on the type of the change required in the organization, business structure and strategies, the appropriate plan for implementing that change should be set.

Mutual Engagement

This is a core element of all sequential change management model steps and need to consider in the whole process of change. This step refers to the process of having effective communication with employees in order to participate them in the change implementation and remove their behavioral barriers such as resistance to change.

Step 1

Redesign: According to this step managers will design new strategically aligned behavior including roles, responsibilities, and relationships for implementing the change.

In another word, the appropriate behavior and tasks according to different roles, relationships, and responsibilities should create and design for the people in the organization for successful implementation of the change.

Step 2

Help: In this step the training, mentoring, and coaching sessions will be provided for employees in order to develop their knowledge and skills and adapt to the change to have a better understanding of what they need to do for implementing the change successfully.

In this step, the continuous, and constructive feedback of the managers and leaders to the employees can be helpful for optimizing the learning outcomes of training sessions.

Step 3

People Alignment: This step includes assessment, promotion, replacement, and recruitment, which are organizational efforts to match the skills and behaviors of employees of the organization with the change implementation.

based on this step organizations should evaluate the performance of the employees and make decisions on keeping, promoting, or replacing them in order to maximize the effectiveness of the change.

Step 4

System and Structures: According to this step the change that has been implemented in the organization will track, evaluate, and improve through reporting relationships, compensation, information, and measurement and control process. In this stage, leaders will stabilize the change by tying it to the system and structure of the organization.

This is the last step of the change implementation that organizations are going to bring the change into the company's culture, since it has been implemented successfully.

Comparison of Sequential Model with Kotter's Model

Sequential Change Management Model

Kotter's Change Management Model

“Sequential Model for Effective Change Implementation”, and “Kotter’s Eight-Step Change Management Model”, both are great tools that can help the organizations’ managers to implement the change successfully.

In this part I am going to compare the Sequential change management model with the Kotter's Model.

Similarities:

The sequence of implementing change plays an important role in both models
In both models managers need to plan and develop required changes by considering potential threats and examining the opportunities that may be accessible for the organization during and after the change implementation in shared diagnosis and create urgency steps
Building a Coalition and redesigning steps are similar in terms of creating a strategical plan, leading the change, creating effective teams, and allocating different responsibilities to the team members
Determining the goals and objectives of the change, creating an image about what will happen upon this change,communicating the vision and sharing the objectives and explaining what are the processes that need to go through to reach the desired result of the change are similar and can be found in step 3 and 4 of kotter's and mutual engagement in sequential model
Empowering others and removing the obstacles with assist of training, coaching and mentoring are similar in step 2 of sequential model and step 5 of Kotter's model
Setting achievable and short-term goals for people in the organization to adapt themselves to the change through assessing, promoting, and giving them constructive feedback is the other similar part in step 6 of Kotter's model and step 3 of people alignment in sequential model
The goals that have been set and achieved during the change implementation can work as proof that the organizational change is on the right track or not. Therefore, it can shows similarities between step 7 of Kotter's model and step 4 of sequential approach.
Incorporating the change into the culture of the organization is the last similarity between step 8 of the Kotter's model and step 4 of the sequential model.

Differences:

Number of steps are different.
Sequential model is a combined approach with some general steps, which can be used by most of the companies. While, the Kotter model focuses on more innovative and modern ways of leading the change in the companies that need more speedy and intangible transformations.
Sequential model concentrates on the change itself and its implementation within the organization. However, Kotter’s model focuses on leading the change from a top-down point of view and has less focus on the change itself.
Kotter's model usually use in big organizations, while sequential model can be used in most of the companies

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