Change Models

Image by Brian Tarallo

There are LOTS of change models out there. I’ve settled on just three that I use, depending on what’s happening in the room. 

If we need to have a quick discussion about why a change is facing resistance, I like Kathie Dannemiller’s change formula:

D x V x F > R

D is dissatisfaction with the current state. V is the clarity of the vision for what’s possible. F are the concrete first steps to achieve the change. And all of that has to be greater than R: resistance.

If we need to plan a change, I like John Kotter’s 8 step model: 

1. Establish a sense of urgency.

2. Create a guiding coalition.

3. Develop a vision and strategy.

4. Communicate the change vision.

5. Empower employees for broad-based action.

6. Generate short-term wins.

7. Consolidate gains and produce more change.

8. Anchor new approaches in the culture.

And I’ll facilitate planning through each of these steps. 

If we need a metaphor to describe the reaction people have to change, I use a variation on the Principle of the Roller Coaster, switching it from talking about a group process to an organizational change. The dynamics are the same.

https://www.lizardbrain.com/blog/2016/09/11/2016-9-11-the-principle-of-the-roller-coaster

PS: If you’re interested in how facilitation can help launch and manage change, let’s talk. https://calendly.com/brian-lizardbrain/45-min-discovery-call