Eight Reasons To Use A
Change Management Model

Use of a change management model is often overlooked in an effort to implement change quickly. Avoid this critical error and strengthen your change process by using an effective model of change.

Here are eight reasons why change models will lead you to successful change.

Popular Change Models

Eight Reasons You Need A
Change Management Model

History is littered with stories of explorers and adventurers who failed in their attempt to reach a goal - and often paid the ultimate price.

Think about the attempts to reach the South Pole, the North Pole, to discover the Northwest Passage, flying across the Atlantic, and climbing Mount Everest.

Success and tragedy: Amelia Earhart. A change management model can help to avoid failure.Success and tragedy: Amelia Earhart

These adventurers failed, not because they weren't brave, and they most certainly were brave, but mostly because they were not well prepared.

They hadn't practiced enough or given enough thought to what they needed to take with them on the journey.

Others were just not prepared for what they faced and some just made irresponsible decisions because they were full of bravado and believed they could do anything.

Without them, of course, the world would be poorer. 

Without failure there would be no progress and no new discoveries.

Failure provides valuable information so that others don't make the same mistakes. Heroes can learn what to avoid and what they should do differently so they have a greater chance of success.

Why is it then that so many modern brave heroes throw themselves and their teams into change without adequate preparation?

Models are maps of the territory

Many maps have been created to provide direction and give instruction to our intrepid change hero to enable them to avoid the shark infested waters and sail instead through known territory.

These maps and models are built on past failures and observations of what works during change efforts.

Maybe they're being brave when they ignore the models that have been created. Or maybe it's bravado.

Ignoring the wisdom of a change management model is a bit like you and I packing a few provisions, pulling on a woolly hat, and setting off for the North Pole in a hot air balloon. It didn't work in 1897 (this is a good story) and it's a crazy risk today.

Models of change are maps for the journey that have been prepared by others that have gone before us.

They tell us about the directions we should take, how to prepare for each stage of the journey, and what to expect along the way.

Planning the change journey

So for all the change adventurers, who may decide to throw wisdom out the window and venture into change with minimal planning, here are a few thoughts on the value of using a change management model so that you don't end up paying the ultimate price.

Eight reasons to use a
change management model

1. Forecasting

Change models forecast the process change will take and prepare people for this.

People can normalise their experience using a model of change and change models provide a structure that gives everyone a sense that the change is manageable.

Employee performance is more likely to increase when staff feel supported and understand the change process.

2. Measured results

No change effort should begin without an intended result and how this will be measured. Models of change require objectives to be set, schedules created and budgets to be negotiated.

Once in place a change model provides baseline objectives against which actual experience can be measured. This provides valuable data against which to measure results and create interventions.

Change models provide a good way to measure how individuals are managing change and what interventions may be most useful.

A change model provides an opportunity to measure:

  • the rate at which people are adopting changes (anticipated or slower than anticipated?),
  • professional efficacy  (how effectively thay have applied new knowledge and practices),
  • budgets
  • time

3. Accountability

A change management model describes and simplifies a process in a way everyone can understand.

A model creates an intention for change that allows people to consider their role in the process and holds people accountable for their own transition.

Not using a change model holds the risk of not achieving the intended change or only achieving it in part.

4. Increased confidence

Change models give people confidence to talk to others about change.

Models of change help people make sense of times that feel chaotic and out of control.

5. Reduce resistance

A change model helps to identify potential areas of resistance and implement strategies designed to reduce or eliminate resistance before the change process starts.

An aligned benefit is that a model of change helps to create an effective communication strategy.

6. Return on Investment

Following a structured change model ensures that investments into the project are not lost and that budgets are managed.

Investments are not only financial but include people. A change model can assist in ensuring that employees and productivity are maintained.

7. Role clarification

A change management model engages different professional roles and provides accountability for their role in the success of the change process.

These roles include executives and senior management, human resources, communication specialists, supervisors, and learning and development professionals.

A model of change provides clarity regarding their role and when they are required.

8. Shared approach

In large organizations change models provide a shared approach to managing change.

It provides a focus for all change management activities and helps to align resources within the organization.

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