So, Change Management.
I’ve been working in getting people to adapt to and adopt change for a while, and I was mystified why some of my colleagues and friends insisted that I needed training to be able to fill in a heap of “forms” like Change Readiness Analysis and Stakeholder blah blah blah. Sure, I’d analysed change readiness, I’d looked at the comms and change needs of individuals about to undergo change (or already going through it). I have come to realise that what I call change ain’t always what others say change is.
I’ve been collecting different ideas of what people think change management is all about, and there’s at least these:
Then there’s this white paper by Lena Ross, outlining five capabilities for change leaders. They come to:
- Different ways of working
- Design thinking
- Agile mindset
- Digital literacy
- Human hardwired behavior
There are also the all-important frameworks.
- Kotter’s 8 step model
- Lewin’s change model
- ADKAR
- McKinsey’s 7-S model
- Bridges Transitions model
- Metaprograms (sameness-difference)
- more here: Change Management Models and here Change models.
