C208 - Section 2 Designing a Change Strategy

change strategy 

a planned approach for guiding an organization from its current state to a desired future state

anticipatory change

a proactive strategy in which an organization plans and implements changes before a problem or opportunity becomes urgent, preparing for expected future conditions

reactive change

a strategy in which an organization responds to changes or problems after they occur, making adjustments to address external or internal events

crisis change

a rapid and often urgent response to a significant threat or unexpected event that requires immediate action to protect the organization or restore stability

revolutionary change

strategy involving major, transformational changes that occur quickly and significantly alter an organization's structure, processes, culture, or operations

evolutionary change

a strategy involving gradual, continuous improvements made over time to help an organization adapt while minimizing disruption

alignment

the process of ensuring that an organization's goals, strategies, structure, processes, and people work together to support a common purpose and achieve desired outcomes

perspective models

change management models that provide step-by-step guidance or recommended actions for planning, implementing, and sustaining organizational change

descriptive models

change management models that explain how change typically occurs by describing the stages, behaviors, or processes people and organizations experience during change

Lewin's Model

a three-stage model that prepares an organization for change (Unfreeze), implements the change (Change), and reinforces the new way of operating (Refreeze) to make the change lasting

Kotter's 8 Step Model

a prescriptive change management model that outlines eight sequential steps for leading successful organizational change, from creating urgency and building support to sustaining and institutionalizing change

ADKAR

a change management model that focuses on individual change by guiding people through five building blocks: Awareness, Desire, Knowledge, Ability, and Reinforcement, helping employees successfully adopt and sustain change

change vision

A clear description of the desired future state that explains what the organization wants to achieve through change.

Rider and Elephant Framework

A model that explains successful change by addressing both rational thinking (the Rider) and emotions and motivation (the Elephant), while also shaping the environment to support change.

determing goals and priorities

The process of identifying the most important objectives and deciding which actions should be completed first to achieve successful change.

success metrics

specific measures or indicators used to evaluate whether a change initiative has achieved its intended goals.

feedback

Information gathered from employees, customers, or other stakeholders that helps organizations evaluate progress and make improvements during the change process.

organizational change models 

frameworks that provide guidance for planning, implementing, and sustaining organizational change.

Lewin's Change Management Model

A three-stage change model that guides organizations through Unfreeze, Change, and Refreeze to prepare for, implement, and sustain change.

Kotter's Eight-Step Model

A change management model that outlines eight sequential steps for leading successful organizational change, beginning with creating urgency and ending with embedding the change into the organization's culture.

ADKAR Model

An individual-focused change management model that helps people successfully adopt change by progressing through Awareness, Desire, Knowledge, Ability, and Reinforcement.