Flipping Change Management Models to Learn Ways to Deal with Change

The Inevitability of Change

Change is a constant companion in our journey through life, impacting us in myriad ways that are often beyond our control. It is an inevitable aspect of both personal and professional realms, presenting itself in various forms that challenge our adaptability, resilience, and even our sense of self. Change can manifest as a positive force, ushering in periods of growth, new opportunities, and the excitement of exploration. It can introduce us to new people, new ideas, and new challenges that push us beyond our comfort zones, encouraging us to expand our horizons and grow in unexpected ways.

Conversely, change can also emerge as a negative force, bringing with it feelings of loss, uncertainty, and anxiety. It can disrupt our lives, challenge our assumptions, and force us to confront aspects of our reality that we may have preferred to leave unexamined. Whether it's the end of a relationship, the loss of a job, or a sudden shift in our health status, negative change can profoundly impact our emotional and psychological well-being.

Moreover, change can be chosen or unexpected. Chosen changes are those we initiate ourselves, driven by a desire for improvement or the pursuit of a new direction. These changes, while potentially daunting, are underpinned by a sense of agency and purpose. We choose to go back to school, relocate to a new city, or change careers, embracing the uncertainty because we believe in the value of what lies ahead.

Unexpected changes, on the other hand, catch us off guard, challenging us to adapt to new circumstances without the benefit of preparation. These changes can range from sudden economic downturns affecting our job security, to unexpected health crises, or even global events that reshape our daily lives in profound ways. The shock and disorientation that accompany these changes can make them particularly challenging to navigate.

Bridging Theory and Practice in Change Management

For those involved in teaching, consulting, and coaching leadership, there's a powerful opportunity to guide individuals and teams through change more positively. By taking established models of change management theory and flipping them inside out, we can extract principles and lessons that are broadly applicable to anyone dealing with change. This flipped perspective not only aids individuals in their personal development but also enables leaders and managers to foster environments where teams can adapt to change with resilience, achieving positive, lasting results and enhanced worker satisfaction.

This article explores seminal change management models, including those by Lewin, Kotter, and the ADKAR framework, to extract lessons for leaders and individuals alike. By flipping these models, we can derive strategies for confronting and embracing change, transforming potential challenges into opportunities for growth and development.

Lewin's Change Management Model:

Theoretical Overview

Kurt Lewin's Change Management Model, introduced in 1947, posits that organizational change involves three stages: Unfreezing, Change (or Transition), and Refreezing (Lewin, 1947).

• Unfreezing involves preparing the organization (or individual) for change, recognizing the need for change, and getting ready to move away from the current state.

• Change refers to the transition period where the individuals or organizations move from the old way of doing things to a new one. This stage is characterized by learning, adaptation, and sometimes confusion as new behaviors and practices are adopted.

• Refreezing is about stabilizing the organization or individual at this new state of being, making the changes part of the standard operating procedures or personal habits.
  

Flipped Perspective: How We Can Deal with Change

• Unfreeze: Prepare yourself for change by recognizing your current habits or mindsets that may be holding you back. Engage in self-reflection and be open to new ways of thinking and doing.

• Change: Embrace the learning curve. Seek out resources, mentors, or training to help you acquire the necessary skills and knowledge for the new state. Be patient with yourself during this transition.

• Refreeze: Integrate the new skills or behaviors into your routine. Establish new habits or ways of thinking that reflect your growth and learning.
  

Example: Sarah, a marketing specialist, learns that her company is shifting towards digital-first campaigns. Initially resistant (Unfreeze), she decides to embrace the change by enrolling in digital marketing courses and practicing new skills (Change). Eventually, Sarah integrates these digital strategies into her daily work, becoming an advocate for digital initiatives in her team (Refreeze).

Kotter's 8-Step Process for Leading Change:

Theoretical Overview

John Kotter's 8-Step Process for Leading Change, outlined in 1996, provides a comprehensive strategy for organizational change (Kotter, 1996). The steps include:

1. Creating a Sense of Urgency: Highlighting the need for change to motivate stakeholders.

2. Forming a Powerful Coalition: Assembling a group with enough power to lead the change.

3. Creating a Vision for Change: Developing a clear vision to direct the change effort.

4. Communicating the Vision: Spreading the vision to get buy-in from others.

5. Removing Obstacles: Eliminating barriers that hinder the new vision.

6. Creating Short-term Wins: Planning for and celebrating visible improvements.

7. Consolidating Gains and Producing More Change: Using the credibility from early wins to generate more change.

8. Anchoring New Approaches in the Culture: Reinforcing the changes by embedding them into the organization's culture.

Flipped Perspective: How We Can Deal with Change

• Sense of Urgency: Recognize and acknowledge the personal benefits and necessities of adapting to change.

• Powerful Coalition: Build a network of supportive colleagues, mentors, and friends who encourage your growth.

• Vision for Personal Change: Define what success looks like for you in this new state.

• Communicate Your Goals: Share your aspirations and progress with your support network for encouragement and accountability.

• Remove Personal Obstacles: Identify and overcome fears, habits, or skills gaps that block your path to change.

• Short-term Wins: Celebrate personal milestones and successes along the way.

• Consolidate Gains: Leverage each success to motivate further personal development and tackle bigger challenges.

• New Approaches in Your Routine: Make your new skills, behaviors, or mindset a permanent part of your life and identity.

Example: Alex, a project manager, faces a shift to a remote work model. He quickly realizes the need to improve his virtual leadership skills (Sense of Urgency). Alex forms a study group with colleagues also interested in enhancing their remote work capabilities (Powerful Coalition). Together, they outline key skills they wish to develop (Vision for Personal Change), share resources, and track their progress (Communicate Your Goals). Alex identifies his reluctance to use video calls as an obstacle (Remove Personal Obstacles) and commits to using video in all meetings for a month. Celebrating each successful video conference as a win (Short-term Wins), he gradually becomes more comfortable and effective in his virtual communication. By consistently applying this new skill, Alex not only improves his remote leadership but also champions the shift within his team, making virtual collaboration a core aspect of their operations (New Approaches in Your Routine).

The ADKAR Model:

Theoretical Overview

The ADKAR Model by Hiatt (2006) is a goal-oriented change management model that focuses on the individual aspects of change. It emphasizes the sequence of Awareness, Desire, Knowledge, Ability, and Reinforcement as essential steps for effective change at the personal level.

• Awareness of the need for change.

• Desire to participate and support the change.

• Knowledge on how to change.

• Ability to implement required skills and behaviors.

• Reinforcement to sustain the change.

Flipped Perspective: How We Can Deal with Change

• Awareness: Stay informed about industry trends, organizational changes, and how they might impact your role. Recognize when change is approaching or necessary.

• Desire: Cultivate a positive attitude towards change by focusing on the benefits and opportunities it presents, rather than the challenges.

• Knowledge: Proactively seek out information, training, or education to equip yourself with the skills needed for the change.

• Ability: Apply what you've learned in practical ways. Practice new skills in a safe environment before fully integrating them into your work.

• Reinforcement: Set up personal systems or routines that help make the new behaviors stick. Celebrate your successes and learn from setbacks to maintain momentum.

  Example: Nina, an IT specialist, hears about a shift towards cloud computing within her company. She acknowledges the need to update her skills (Awareness) and, seeing the potential for career advancement, is motivated to learn (Desire). Nina enrolls in a cloud computing certification course (Knowledge) and starts applying her new knowledge on small projects (Ability). To solidify her new skills, she volunteers for a major cloud transition project, which earns her recognition from her peers and superiors (Reinforcement).

Embracing Change Through Insight and Action

Reflecting on the insights drawn from examining change through various lenses, we find that successful navigation of change hinges on a few core principles:

• Embracing mental readiness and openness to new experiences allows for smoother transitions and adaptation to new circumstances.

• Active engagement in learning and skill acquisition empowers individuals to confidently face and manage changes.

• Building and relying on a support network can provide the encouragement and feedback necessary for navigating uncertain times.

• Visualizing success and setting clear, achievable goals guides actions and sustains motivation through the change process.

• Overcoming personal barriers and embracing short-term achievements fosters a sense of progress and accomplishment.

• Finally, integrating new behaviors and practices into daily life ensures lasting change and personal growth.

These principles, while distilled from specific change management theories, stand on their own as universal strategies for dealing with change in any context. They underscore the importance of a proactive and positive approach to change, highlighting the potential for growth and development that lies within the challenge of adapting to new realities.

Change, with all its complexities, remains a fundamental aspect of our lives and work. The ability to navigate change effectively is not just a skill but a necessity for personal and professional development. By embracing the principles outlined above, individuals and leaders can transform the experience of change from one of uncertainty and resistance to an opportunity for growth, learning, and improvement. The journey through change, though fraught with challenges, also offers unparalleled opportunities for discovery, innovation, and personal fulfillment.

Steve Weiss
Transformational Leadership Academy