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Change Management Models

Change Management Models

Change Management Models

There are five change management models that you need to know.

  1. The Locus of Control.
  2. Four factors that cause change.
  3. The five-part change management formula.
  4. General Adaptation System (GAS)
  5. Difference between evolutionary change and revolutionary change.

1. The Locus of Control

The fundamental question relating to change is: Who or what is driving the change?

  • If the changes are being driven by forces that are outside your control, then the people affected by the change will feel disempowered.
  • If the changes are being driven by forces WITHIN your control, then the people will feel empowered.

The task of the Change Manager is to focus the team's efforts onto those factors that they are able to control or influence, and to NOT waste too much energy dwelling on things over which they have NO control.

In addition, your aim is to always strive to extend your circle of influence and control.

There are many factors that cause change to occur in your life. Which change factors can you control, and which can't you control?

2. Four factors that cause change

The four factors that cause change are:

  1. Yourself.
  2. Other people.
  3. Systems (political, social, information engineering, organisational, electronic systems).
  4. Mother nature (the weather, the environment, the climate, age etc).

Please note that you have direct control over the actions of only ONE item on the above list. Can you guess which one it is?

As a Change Manager, your goals include:

  1. Control yourself. Keep your head.
  2. Influence others to adopt your ideas.
  3. Continually improve your systems, (political, social, information engineering, organisational, electronic systems).

In order to achieve the above four goals, use the success formula.

3. The five-part change management formula

This five-part change model lets you harness the power of change and make it work to your advantage.

All successful organisations reiterate a five-part process.

Purpose, plan, action, feedback, change.

Change Management : Change Management Models

  1. The goal is WHAT you want to achieve. Your desired state.
  2. The plan is the written document that is designed to get you to the desired state.
  3. The action is the implementation of the plan.
  4. The feedback are the results that your recent actions have created.
  5. The changes are the modifications, improvements and adaptations you need to make to your current plan, in order to achieve your goal.

Repeat the cycle until the goal is achieved.

4. The General Adaptation System (GAS)

As you can see from the above diagram, change is simple in theory but sometimes, not easy in practice.

Change is not easy because people find the process of change very stressful.

Change induces stress because it forces people to break their normal routines and habits; it throws them into a state of uncertainty. Most people don't like having their routines broken, and most hate uncertainty.

Therefore, you need to understand and to manage the emotional stress caused by change.

You need to know the General Adaptation System, which has four parts: Change. Alarm. Adaptation. Exhaustion.

Change Management : Change Management Models

  1. The initiation of the change.
  2. The alarm phase: when productivity tends to drop as an initial response to the announcement of the change.
  3. The adaptation phase: the adaptive response to changing environment; productivity increases.
  4. The exhaustion phase: when people get tired of the constant changes, they suffer from "change fatigue".

Your task is to help people through the alarm stage, get them into the adaptation phase and keep them away from exhaustion.

You must avoid change fatigue.

5. Difference between, evolutionary change and revolutionary change

Change comes in two varieties, evolutionary change and revolutionary change.

  1. Evolutionary change is slow, gradual, taken by means of small individual steps, and it leads to feelings of continuous improvement.
  2. Revolutionary change is the opposite type. Revolutions are rapid, done in one step and they are often, bloody affairs.

If you make your change process feel like revolution, then that would be NOT be desirable to most people. Revolutions have a reputation for being painful and disruptive.

It would be better, if you could make change a progressive evolution.

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Further Reading in Change Management

  • Managing Negative Attitudes To Change
    Companies need to evolve, which involves change. Often, employees will complain about change and want things to remain as they are. As a manager you must be able to read the mood of your staff and manage their emotions and attitudes towards change.
    Read Article >
  • What is the difference between change management and continuous improvement
    The difference between change management and continuous improvement Some people get two similar concepts confused. And to be in a state of confusion is not good. It is important to define your major concepts. Let us therefore clarify the meaning and the differences between. Change management and Continuous improvement 1. Change...
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  • Ten Laws of Change Management
    It is a fact: Everything changes. The world is in a constant state of change. It is vital that you are equipped to deal with change positively, in order to make adaptive adjustments to your plans for your future success.
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  • Why do people resist change?
    People are creatures of habit and resist change because it is too difficult, or unproven to be better than what they are currently doing. Better the devil you know, is a well-used phrase when it comes to change, but should you accept it?
    Read Article >
  • Management training: Continuous improvement cycle
    Management training: Continuous improvement cycle The role of a manager is to induce the best performance from the team. If the manager is not inducing a better performance from the team, than what the team would have achieved if the manager was not there, then the manager is superfluous to need...
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