5-1 Report: Change Management Model
MBA-687
Southern New Hampshire University
Change is inevitable in the dynamic landscape of modern business, and effectively managing
change is critical for organizational success. As the U.S. branch of the Singaporean software
solutions provider prepares for significant transitions, it is imperative to deploy an appropriate
change management model. This report aims to evaluate three prominent change management
models – ADKAR, Kotter's, and Lewin's – and determine the most suitable model for the U.S.
, branch. Additionally, we will identify problem areas related to change indicated in Employee
Engagement Surveys and Leaders' Self-Evaluations and how the selected change management
model can address these issues effectively.
Change Management Models
ADKAR Change Management Model: Developed by Prosci, the ADKAR model focuses on
individual change by addressing five key elements: Awareness, Desire, Knowledge, Ability, and
Reinforcement. It provides a structured approach to understanding and managing the human side
of change within organizations.
Kotter's Change Management Model: Kotter's model consists of eight sequential steps to
facilitate organizational change. These steps include creating a sense of urgency, building a
guiding coalition, forming a strategic vision, communicating the vision, empowering employees
for broad-based action, generating short-term wins, consolidating gains, and anchoring new
approaches in the culture.
Lewin's Change Management Model: Developed by Kurt Lewin, this model proposes a three-
stage process for managing change: unfreezing, changing, and refreezing. Unfreezing involves
preparing the organization for change by disrupting existing attitudes and behaviors, changing
11:04:02 -06:00
MBA-687
Southern New Hampshire University
Change is inevitable in the dynamic landscape of modern business, and effectively managing
change is critical for organizational success. As the U.S. branch of the Singaporean software
solutions provider prepares for significant transitions, it is imperative to deploy an appropriate
change management model. This report aims to evaluate three prominent change management
models – ADKAR, Kotter's, and Lewin's – and determine the most suitable model for the U.S.
, branch. Additionally, we will identify problem areas related to change indicated in Employee
Engagement Surveys and Leaders' Self-Evaluations and how the selected change management
model can address these issues effectively.
Change Management Models
ADKAR Change Management Model: Developed by Prosci, the ADKAR model focuses on
individual change by addressing five key elements: Awareness, Desire, Knowledge, Ability, and
Reinforcement. It provides a structured approach to understanding and managing the human side
of change within organizations.
Kotter's Change Management Model: Kotter's model consists of eight sequential steps to
facilitate organizational change. These steps include creating a sense of urgency, building a
guiding coalition, forming a strategic vision, communicating the vision, empowering employees
for broad-based action, generating short-term wins, consolidating gains, and anchoring new
approaches in the culture.
Lewin's Change Management Model: Developed by Kurt Lewin, this model proposes a three-
stage process for managing change: unfreezing, changing, and refreezing. Unfreezing involves
preparing the organization for change by disrupting existing attitudes and behaviors, changing
11:04:02 -06:00
