Types of Change Models

1. Basic Change Model Based on Action Research that involve.

Pre-Launch

The pre-launch phase establishes a foundation to support successful change, much like the discovery or front-end phase does for the innovation process. According to Rothwell and Sullivan, "Without the pre-launch, a change effort is likely to fail" (2005b, p. 55). The pre-launch phase involves

• building awareness of your own (the leaders) tolerance of ambiguity, values and behaviors related to change, and personal dispositions;
• gathering information about the external environment;
• establishing the need for change, along with its urgency; and
• providing clarity of vision and direction.

Launch

The launch phase is where the change effort is implemented. In the innovation process, this would be where you've obtained approval for your innovation and are now starting development, where various changes in processes, systems, and procedures may be required (Rothwell & Sullivan, 2005b). The launch phase involves

• making a business case for the need for change,
• communicating through multiple channels,
• announcing the change and encouraging buy-in at an event, and
• dealing with resistance.

Post-Launch

The post-launch phase works to sustain the change over the long term. This is hard work requiring consistency, especially as the change continuously brings up new problems and challenges (Rothwell & Sullivan, 2005b). The post-launch phase involves

• being persistent,
• moving people beyond their comfort levels, and
• managing avoidance mechanisms.

Just like the innovation process, this basic change model is both linear and cyclical; while, overall, each phase leads to the next, you may need to repeat portions of each step.

2. John Kotter Change Model that involve

• Leading Change: Why Transformation Efforts Fail Links to an external site.
• Step Process for Leading Change

3. Whetten and Cameron Model

4. Organization Development (OD) Effectiveness Model of Change

Around 60% of change efforts in an organization fail (Rothwell & Sullivan, 2016). In an attempt to mitigate this statistic, the field of OD uses a system-wide collaborative approach to implementing change in organizations. OD is a long-term effort, supported by top managers, that effects change through expanding ideas, beliefs, and behaviors related to old states of existence (Rothwell & Sullivan, 2005a). The OD approach emphasizes collaboration and employee participation in the implementation, empowering everyone to take responsibility for the change (Rothwell & Sullivan, 2005a). Figure 10.5 provides an overview of the latest in this field of research and practice.

After reviewing the changes models answer the following questions

• Review the four change models discussed .
• Write a summary of each
• discuss which models are more oriented toward change management,
• which are more oriented toward change leadership.
• Which ones address more of the process during change activities?
• Which address the people?
• Which would be more suited for a technical team situation, and why?