2. Most change practitioners apply one or more change management models. There are many change models which are supposed to make change happen in organizations. None of them guarantees success. We can understand more about change when we look at some of those models.
5. John Kotter: 8 steps 1. Establish a sense of urgency 2. Create a coalition 3. Develop a clear vision 4. Share the vision 5. Empower people to clear obstacles 8. Secure short-term wins 7. Consolidate and keep moving 6. Anchor the change
6. John Kotter: 8 steps John Kotter’s model is one of the most popular and most applied change models.
10. David Cooperrider: 4-D-Cycle The 4-D-Cycle is one of many models for implementing a process of positive change based on the philosophy of Appreciative Inquiry.
16. Otto Scharmer: Theory U Theory U has been the most successful trend in Change Management for the last 10 years. It is based on shifting the perception.
17. What do we learn? Change models help to understand change. They are more a crutch for change facilitators than a guideline for 1:1 implementation. Change models all address people aspects in change, but they differ in their metaphor or organizations (organizations as machines, organizations as systems. etc.). None of them openly admits that change is complex, consequently most try to reduce complexity. Some change models have a strategic focus (how to make change happen), others not. The older models are more linear than the recent ones.
18. Is the Change Journey a change model? The Change Journey is not a change model because it does not give any guidance on what has happen in a change process, or on a sequence of steps. The Change Journey admits that change is complex, sometimes chaotic. The Change Journey describes 23+ archetypal situations (places) in which organizations might find themselves. It invites people to enlarge the base of possible archetypes. The Change Journey can be combined with any change model or change toolbox. We call it a meta model. www.changejourney.org