Change Management - Systems, Models and Competences (HKUSPACE)

A comprehensive set of vocabulary flashcards covering key concepts from the Change Management lecture, including Lewin and Kotter models, the 7S framework, change types, organizational structures, and change agent competencies.

7S model components

Strategy, Structure, Systems, Shared Values, Style, Staff, Skills — seven elements used to align an organization.

Unfreeze

Initial stage of Lewin's model; prepare the organization for change by communicating the need and addressing resistance.

Change (Lewin)

The actual transition; implementing the new systems, processes, or structures.

Refreeze

Solidify the new state after change; reinforce new behaviors through training and support.

Kurt Lewin's Change Management Model

Three-stage model of change: Unfreeze, Change, Refreeze.

Kotter's 8-Step Change Model

Eight-step process for effective change: Create Urgency, Form a Powerful Coalition, Create a Vision for Change, Communicate the Vision, Empower Action, Create Quick Wins, Build on the Change, Anchor the Changes in Corporate Culture.

Create Urgency

Generate enthusiasm around the need for change.

Form a Powerful Coalition

Assemble a group of influential stakeholders to lead the change.

Create a Vision for Change

Clearly articulate the desired outcome of the change.

Communicate the Vision

Ensure that everyone understands and embraces the vision.

Empower Action

Remove obstacles and enable employees to act on the vision.

Create Quick Wins

Celebrate short-term successes to maintain momentum.

Build on the Change

Use early wins to drive further change.

Anchor the Changes in Corporate Culture

Ensure that new behaviors are integrated into the organization.

Strategic Change

Alterations in the overall direction of the organization.

Structural Change

Reconfiguring the organization’s hierarchy or workflow.

Technological Change

Implementing new technologies to improve processes or products.

Cultural Change

Altering the organization’s values, beliefs, and behaviors.

Growth Mindset

A culture that emphasizes continuous learning and development, as seen in Microsoft’s cultural shift under Nadella.

Microsoft cultural change under Nadella

Prioritized learning, collaboration, empathy and teamwork to boost engagement and innovation.

Organizational Structures

Common forms include Hierarchical, Divisional, Functional, Matrix, Flat, and Network.

Hierarchical

Traditional pyramid with a clear chain of command.

Matrix

Dual reporting structure with cross-functional collaboration.

Functional

Structure organized by business functions (e.g., Marketing, Finance).

Change Agents Competencies

Key skills for guiding change: Communication, Emotional Intelligence, Problem-Solving, Influence and Persuasion, Resilience.

Procter & Gamble example

P&G’s change initiatives used skilled agents with effective communication, resilience and emotional intelligence to implement sustainable product lines.

Coca-Cola Freestyle example

Kotter’s model applied to Coca-Cola Freestyle rollout; urgency, coalition, vision, and quick wins facilitated the rollout.

Conclusion

Effective change management relies on understanding systems and models, recognizing types of change, and developing competences in change agents to foster adaptability and resilience.