Lecture Notes: Change Management Theories and Models

Overview

• Session S: Eighth week of the course
• Focus: Change theory, models, and hard side of change management

Key Concepts in Change Management

1. Change vs. Transition

• Change: External events
• Transition: Internal psychological process

2. Hidden Competing Commitments

• Three-step approach:
  • Diagnose competing commitment
  • Understand underlying assumptions
  • Replace or modify assumptions

3. Reasons for Change Initiative Failure

• Underestimation of effort required
• Overestimation of organization's capacity
• Discrepancy in leadership and employee viewpoints

Change Models and Theories

1. Skinner's ABC Model

• Antecedence: Triggers behavior
• Behavior: Actions taken
• Consequence: Results from behavior
• Reinforces the behavior

2. Change Agent Models

• Sequential vs Circular models
  • Sequential: Linear process (e.g., Kurt Lewin’s model)
  • Circular: Continuous adaptation

Change Models Discussed

1. Kurt Lewin’s Model

• Unfreeze-Change-Refreeze
  • Current state -> Unfreeze -> Change -> Refreeze to new state
  • Suitable for short, defined changes

2. Prosci Change Management

• PCT (Project Change Triangle)
  • Success definition, sponsorship, project management, change management
• ADKAR Model
  • Awareness, Desire, Knowledge, Ability, Reinforcement

3. Kubler-Ross Change Curve

• Adapted from grief process:
  • Shock, Denial, Frustration, Depression, Experimentation, Decision, Integration
  • Focus on transitions and emotional journey

4. Fisher’s Personal Transition Curve

• Personal psychological transitions in response to change
• Stages: Anxiety, Happiness, Fear, Threat, Guilt, Depression, Hostility, Gradual Acceptance, Moving Forward

Important Models for Assessment

• Bridges Transition Model, Fisher’s Transition Curve, Kotter’s 8-Step Model

Practical Application and Assessment

• Importance of using models in practical scenarios and assessments
• Application of these models in personal and professional change situations

Hard Side of Change Management

1. Boston Consulting Group's Dice Model

• Focus on tangible aspects of change
  • Duration: Time between project reviews
  • Integrity: Skills and capabilities of project team
  • Commitment: Top management commitment
  • Effort: Required extra work by organization
• Formula: D + 2I + 2M + 1L + 1E
  • Predicts success likelihood of change initiatives

Reflection and Discussion Points

• Encourage reflection on personal reactions to change
• Importance of communication and sponsorship in change initiatives
• Consideration of emotional journeys during transitions

---

Note:

• Next session will cover detailed case studies and application of Kotter’s 8-Step Model in a practical scenario.