Change is the only thing that is constant in life. We need to prepare for it or we would be left behind in the race of life. Changes occur everywhere including in the business environment and workplace. These changes include layoffs, budgetary cuts, corporate takeovers, shake-ups at the upper echelons of management, new marketing policies and human resource strategies.
Change management theories and how effectively they are implemented go a long way towards determining the success of an organization. There are many theories and models that you can use to assert this authority. However, you need to be aware of the pros and cons before deciding which one works best for your business or organization. Here are 4 of them.
#1 ADKAR Model
The ADKAR model was created to focus on specific team activities that guarantee results. The advantage of using this model is that it helps create a seamless transition process for employees, generates specific action plans and appraises employee resistance to change.
The ADKAR model is meant basically for employees. Its success rate is based on staff interest and involvement. Due to these limitations, results can be measured and evaluated easily. However, larger corporations might struggle to use this model because they might lack the resources or time to work closely with a teeming workforce, one-on-one.
# 2 Kaizen Model
This is a Japanese change management model. It stands on a 5-pronged philosophy that includes teamwork, morale boosters, personal discipline, and inter-relationships and participatory suggestions for improvement. It is extremely hard to measure this model as results are vaguely defined and not always available. However, this model is people-friendly and simple to follow through. It has a good track record for allowing employees to adapt and thrive in changing situations.
# 3 Business Process Reengineering
This model is focused more on work processes and results rather than employees and job specifics. There are over 7 codes used to appropriate the functions of this process and ensure that time, costs and quality are effectively managed. These processes are identified accordingly and arranged on a scale of preference. Organizations that are trying to watch their bloated costs of operations will benefit from this model.
# 4 The 6-Pronged Approach
This approach was developed to help reduce the resistance of employees to change. This model can be used for any type of organization because it encompasses many issues. This methodology counters the 4 resistant factors that make employees struggle with change, namely employee conflict, miscommunication, self-interest and poor tolerance for change.
This method emphasizes on the need for communication and education to help usher employees towards seeing the rationale for change. It also encourages participation and involvement under the notion that employees would not resist change if they are part of the process from the onset.