The only thing that is constant in life is change. Every day, we are reminded of how change is coming. In businesses such as towing service, we always want to succeed. That all makes sense in theory, but when it comes to practical application, to change how we operate or serve our customers is never easy. Research has shown that 70 percent of change programs fail to achieve their goals. This is largely due to employee resistance and lack of management support.
Change management refers to a systematic approach to utilizing the people within your organization to minimize resistance to organizational change. Although there are tools and models for change, at the core of any strong change management program is your people. No model will work if you continue to let employees be resistant to your ideas.
If you are looking to apply the change, here are some change management models you can use.
Kurt Lewin Model
The Kurt Lewin model applies three distinctive issues, which include- unfreeze, change, and re-freeze. It sounds like the most simplistic model on the surface, but there is a lot more to cover. During the unfreeze stage, you are essentially breaking down the current way of doing business and noting what needs to change. It is important to obtain two-way feedback on what needs to change. Gather the key stakeholders necessary and apply the change. Once everyone has been brought on board, it’s time to re-freeze.
The ADKAR model breaks down the human side of managing change. The idea means you should work through each letter of the acronym and focus heavily on individuals within your company. At the awareness stage, the goal is to learn the business reason for the change. The desire stage is dedicated to getting everyone engaged and willing to participate in the change. The knowledge stage aims at working towards understanding how to change. The ability stage focus on implementing the desired change.
Kotter 8 Step Model
This is a model developed by Harvard Business School Professor, John Kotter. It lays out 8 stages all companies must go through to see effective change management. You start by creating urgency through open dialogue that leads others in the organization to want the change as much as you want. You then form a powerful coalition of change agents in your organization. You create a vision for change and then communicate the vision.
Work on removing all obstacles to pave way for the needed change to happen. Create short-term wins to keep up the morale and show the team you are moving in the right direction. Work on building on the change by analyzing what went well and what didn’t work as expected. You finally anchor the change in corporate culture.
Another model, though not commonly used is Kim Scott Model. It is based on a 7 process which involves listening, clarifying, debating, and deciding on the best idea that will work. You then persuade, execute, and learn on the go.