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Kurt Lewin's Unfreeze-Change-Refreeze model is popular as it's easy to understand and focuses on process. John Kotter's influential 8-step process for change: Updated to include 'Accelerate', Kotter's 2014 book which creates a current framework for the 8-step change model. Applying the lessons, originally published in The Seven Habits of Highly Effective People, will help you manage change effectively. The Kubler-Ross model describes typical responses to grief which have been applied to understanding change on an individual level and in the workplace. Leave your thoughts below and keep in touch by visiting our Facebook Page and clicking 'Like' to join the community. Achieving Work Life Balance Mar 10, 16 12:39 PMCreating work life balance is an integral step to a stress free life. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
Clipping is a handy way to collect and organize the most important slides from a presentation. Our qualifications are work based qualifications within the Qualifications Credit Framework.
Designed for professionals in the business of organisational change, C4CM™ accredits a series of short modules in Managing Change.

A lot of organisations use projects to deliver business change; whereas the most practiced change management method in the US (prosci) shows how to add business change to projects.
When training in organisations I often come across line managers who are running quite small change projects.
Discussions reveal that these small change projects are running, without control, in most organisations. In a recent posting on their web site Prosci have discussed their ADKAR model for describing how an individual makes a successful change.
It is intended to focus every interaction, from the top down, on the benefits and the risks to achieving them. At the end of the day the reality is that change models are created by people based on their research and experience. In particular they deliver the change components of the National Occupational Standards for Management and Leadership. So either a project delivers change (as most organisations want it to) or it doesn’t (which is where prosci make their money)? The worrying thing for me is that the project managers don’t see themselves doing change. Towards the end of the article they provide data from a recent webinar in which they ask which stage of the model poses the biggest challenge.

If your correspondent can’t identify an impact on the benefits then you should stop the conversation and have one that does affect the benefits.
Just over two-thirds of the respondents said the Desire stage was the biggest challenge of the five stages. Using a simple technique like this it doesn’t take long  to make a change become benefits focused. The curve shows the different emotions and plots time (x-axis) against a number of different measures including performance, morale, impact, and competence of the individual affected by change. Learn to inspire and influence others using relationship management and emotional intelligence. Making sure everyone understands the benefits and is focused on delivering them is a simple, but essential, technique to focus behaviour on success.

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