Change management: methods you should know

Change has become an integral part of today's working world. New technologies come onto the market, competition changes or massive cost savings have to be made. When a company reaches a strategic turning point, it is important to provide professional support. Established companies often find it very difficult to embrace new things. Established processes are put to the test and employees have to adjust to the fact that established work processes and ways of thinking suddenly change. Change management accompanies this change in a controlled manner. Various methods are available that can lead a change project to success.

These are the most important methods in change management

Change management is a process that can be used to successfully shape change within a company. Depending on the size of the company, the work organization and the type of change planned, various methods are available. The aim of all these methods is the same: to create a framework for the actions required in the change process.

Why the choice of method is so important

The right change management method must be selected to ensure that the change process is successful. A lot is demanded of both the leader and the team during this time, which can quickly lead to conflicts. In addition, the process cannot be precisely defined in advance in terms of time or content. There is no project goal X and no deadline Y that can be planned. It is therefore all the more important to create a reliable framework in which everyone involved feels comfortable.

These are the most important models in change management

1. Kotter's 8-step model
   In this holistic approach, change takes place in 8 consecutive steps. Change management begins by creating a sense of urgency among all stakeholders, which leads to building a leadership coalition , developing visions and goals and anchoring the changes in the corporate culture.
   
2. 5-phase model according to Krüger
   This model has its origins in Kotter's model. First, the need for change in the company is examined and all employees are mobilized. This is followed by the conception and motivation of the employees. Finally, phases 4 and 5 are implementation and continuous improvement.
   
3. Kurt Lewin's 3-phase model
   This model by psychologist Kurt Lewin was developed back in the 1940s. In the past, it therefore referred more to societal and social change, but today it is used successfully in change management. The first phase involves analyzing the current status of all stakeholders, from the gatekeeper to the management. In the change phase, the changes are introduced and all employees are involved until all processes are monitored and supported by training and coaching in the so-called refreeze phase
   
4. Management by delegation
   This change management model takes the very modern approach of delegating all tasks and responsibilities to employees. These can be simple routine tasks as well as major challenges. As a leader, you only specify which milestones need to be achieved in this model. In this change management model, it is important that you differentiate which tasks can only be taken on by yourself in the change process and which can actually be delegated well.
   
5. Management by exception
   This management principle also follows the innovative management approach of guiding employees towards independence and initiative. You set goals in advance that the team implements independently. There must be fixed targets and tolerance deviations. If the set limits are exceeded or undercut, the manager intervenes.

This is just a brief overview of the possibilities offered by change management. Our coaches will be happy to provide you with individual guidance and support for the change processes in your company. Get in touch with us.