TL;DR:

As a change management consultant, I understand that no business has the same needs. There isn't a one-size-fits-all solution for every organization. Clear leadership, communication, and employee participation are critical for supporting change while avoiding opposition and misunderstanding. Whether you choose Lewin's three-step model, Kotter's structured 8-step framework, Appreciative Inquiry's strength-based approach, or McKinsey's holistic 7-model, the goal is to select the best method for your team and business. Managing change, whether it's inevitable or not, is crucial.

Why Change Management is Important.

As a change management practitioner and consultant, I assist businesses in navigating leadership changes and substantial restructuring. The difficulty is to manage change successfully. The company, its culture, and the nature of the shift influence my approach to change. Some teams prefer a step-by-step roadmap, but others want something more flexible and collaborative. The only constants are clarity, leadership alignment, and employee engagement. Without these, even the finest initiatives for change can fall apart. The most often asked question is, "What is the best change management model?" The answer? It's all subjective. There is no one-size-fits-all framework, but knowing diverse models allows leaders and teams to adapt more effectively.

In this article, I look into four of the most prevalent change management models, including their benefits, limits, and when to use them. So, what exactly does change management mean?

Change management is a systematic way of addressing the transition or transformation of an organization's goals, procedures, and technology. Effective change management promotes employee acceptance, seamless operations, and the achievement of organizational objectives.

Common Challenges in Change Management

Employee resistance arises from fear of the unknown.
Lack of leadership support, change initiatives fail without executive buy-in.
Poor communication & misalignment leads to confusion and disengagement.
Inadequate training, employees must have the necessary tools and expertise to adapt.

Organizations address these challenges by implementing proven change management strategies.

The 4 Best Change Management Models

Various models are more effective for different types of organizational transformation. Below is a list of the four most effective change management frameworks and their applications:

1. Lewin’s Change Model: The Three-Step Approach

One of the most influential—and easiest to remember—change management models comes from Lewin. His model consists of three simple steps:

Unfreeze: Determine the change and prepare employees.
Start implementing new procedures, behaviors, or structures.
Refreeze: To achieve long-term success, we must strengthen and solidify reforms.

Best for: Process changes, policy updates, and structural transformations

Limitations: Assume that change is linear and so does not correspond to real-world complexity.

2. Kotter’s 8-Step Model: Leadership-Driven Change

John Kotter developed this model, which provides a path for bringing about organizational transformation with an emphasis on leadership and urgency:

Create a sense of urgency—explain why.
Create a guiding coalition with a change leader.
Form a strategic vision.
Enlist a volunteer army
Enable action by removing barriers
Generate short-term wins
Sustain acceleration
Institute change

Best for: Large-scale transformations, leadership transitions, and cultural shifts.

Limitations: Rigid structures do not perform well in highly dynamic situations.

3. Appreciative Inquiry (AI): Strength-Based Change

Unlike problem-solving methods, Appreciative Inquiry (AI) encourages change by emphasizing strengths. It adheres to the 4D cycle:

Discovery: Find out what works well.
Dream: Visualize the best possible future.
Design: Create strategies that are actionable.
Destiny: Implement and maintain good transformation.

Best for: Culture, employee engagement, and change driven by innovation

Limitations: Works best in open, collaborative workplaces and fades away in rigid hierarchies.

4. McKinsey 7-S Model: A Holistic Approach to Change

This model investigates seven linked aspects that cause organizational transformation.

Strategy: The change management plan.
Structure: Organizational structure and reporting lines.
Systems: Procedures to facilitate transformation.
Shared Values: The cultural basis of the company.
Style: Leadership and management styles are discussed.
Staff: Employee duties and responsibilities.
Skills: Success requires particular attributes.

Best for: Organizational realignment, mergers, and corporate restructures.

Limitations: Analyzing and implementing may be complex.

Choosing the Right Change Management Model

What is the most effective change management strategy? It is determined by the leadership structure, corporate culture, and the type of change implemented.

Quick Model Comparison

Final Thoughts: The Key to Successful Change

There is no single change management methodology that works for every firm. The finest executives blend strategies that are best suited to their organization. Project Solved specializes in people-first change management, assisting firms in implementing long-term strategic reforms. What was your experience with change management? Which model was most effective for you? Let us continue our discussion in the comments section!

Til next time,

Kristen Scott

Founder & CEO of Project Solved

Mastering Change Management: Best Models of Organizational Success