The Satir Change Model, developed by family therapist Virginia Satir, is a framework for understanding the process of change in individuals, teams, and organizations. This model posits that change is a natural and necessary part of life and that individuals and systems progress through predictable stages during change. The model Read more…
The Bridges’ Transition Model is a framework developed by William Bridges to help individuals and organizations understand and manage the process of change. This model consists of three stages: endings, neutral zone, and new beginnings. It emphasizes the importance of addressing the emotional and psychological aspects of change, rather than Read more…
McKinsey’s 7-S Model is a management framework developed by McKinsey & Company in the 1980s. It posits that seven internal organizational factors must be aligned for success. These factors are categorized into “hard” elements (strategy, structure, and systems) and “soft” elements (shared values, skills, style, and staff). The model serves Read more…
Lippitt’s Phases of Change Theory is a model developed by social psychologist Jean Lippitt in the 1940s that outlines the stages individuals and organizations experience during change implementation. The theory has been widely applied in organizational development and consists of seven distinct phases. The first phase, diagnosing the problem, involves Read more…
The Kübler-Ross Curve, also known as the five stages of grief, was introduced by Swiss psychiatrist Elisabeth Kübler-Ross in her 1969 book “On Death and Dying.” Initially developed to explain the emotional process of terminally ill patients facing mortality, the model has since been applied to various forms of loss Read more…
Lewin’s Model of Change is a three-step framework developed by psychologist Kurt Lewin in the 1940s. The model conceptualizes change as a process involving unfreezing the current state, implementing change, and refreezing the new state to ensure permanence. The unfreezing stage prepares the organization for change by raising awareness and Read more…
Change is an inevitable part of any organization’s journey. Whether driven by external factors like market disruptions, technology shifts, or internal goals such as restructuring or improving efficiency, change is a constant. While change is often necessary, it’s rarely easy. It affects processes, systems, teams, and individual employees, often stirring Read more…
Change management audits are essential tools for organizations to evaluate their change management processes and practices. These assessments help identify strengths and weaknesses in an organization’s approach to change management, providing valuable insights for improvement. Typically, change management audits involve a thorough examination of the organization’s policies, procedures, and practices Read more…
Change is an inevitable part of life, but how individuals respond to it can vary widely. The study “Resistance to Change: Developing an Individual Differences Measure” by Shaul Oreg provides valuable insights into understanding why some people are more resistant to change than others. Here’s a deep dive into the Read more…
In the landscape of organizational change, confrontation often carries a negative connotation. It conjures images of heated debates, fractured relationships, and disruption. Yet, confrontation, when managed effectively, can be a powerful catalyst for change. It can break down barriers, foster innovation, and drive progress. Understanding how to harness the energy Read more…