Change Management Models

Using Proven Frameworks to Lead Change Effectively

(Featuring Kotter’s 8-Step Model & the ADKAR Model)

1. Why Use a Change Management Model?

Leading change is complex. Emotions, systems, habits, and people dynamics all intersect. A change management model gives leaders a structured, step-by-step approach to plan, communicate, and implement change successfully.

It helps leaders:

• Understand what to do and when to do it

• Engage people more effectively

• Avoid common pitfalls like resistance, confusion, or failure to follow through

• Align team efforts around a shared path

Change models don’t guarantee success—but they dramatically improve your chances of getting there smoothly.

 

2. Kotter’s 8-Step Change Model

Developed by Dr. John Kotter, this is one of the most widely used frameworks for leading organizational change.

The 8 Steps:

1. Create a Sense of Urgency

• Help people see why change is necessary

• Share compelling data, stories, or trends

Without urgency, change stalls before it starts.

 

2. Build a Guiding Coalition

• Form a group of change champions and influencers

• This team leads and models the change

3. Form a Strategic Vision and Initiatives

• Paint a clear picture of the future

• Link the vision to concrete actions or initiatives

4. Communicate the Vision

• Share the message clearly, consistently, and frequently

• Tailor communication to different audiences

5. Empower Others to Act

• Remove barriers and encourage decision-making

• Provide tools, training, and permission to contribute

6. Generate Short-Term Wins

• Celebrate early progress and small victories

• Builds momentum and shows the change is working

7. Sustain Acceleration

• Keep pushing forward—don’t declare victory too soon

• Build on wins to drive deeper change

8. Anchor the Change in Culture

• Reinforce the new way of working as “how we do things here”

• Align systems, habits, and leadership behaviors to sustain change

 

Use Kotter’s model when you need a clear, top-down strategy for managing larger, organization-wide change.

 

3. The ADKAR Model (by Prosci)

A practical, people-focused model that guides individual change—ideal for use within teams.

ADKAR stands for:

A – Awareness

Do people understand why the change is happening?

D – Desire

Do they want to support or engage in the change?

K – Knowledge

Do they know how to change (skills, tools, info)?

A – Ability

Can they apply what they’ve learned in real situations?

R – Reinforcement

Are there systems, recognition, and accountability to sustain the change?

 

Use ADKAR to diagnose and support where individuals are struggling in the change process.

 

4. Comparing the Models