Change Management Models: A Complete Reference
| Term | Definition | Category |
|---|---|---|
| ADKAR (Prosci) | Five sequential individual outcomes: Awareness, Desire, Knowledge, Ability, Reinforcement. The most widely adopted operational framework, used by 84% of change practitioners (Prosci 2024). Best for technology adoption, process changes, and any initiative requiring individual behavior change. Provides diagnostic capability to identify where specific people are stuck. | Individual Focused |
| Kotter's 8 Step Model | Eight leadership driven phases from creating urgency to anchoring change in culture. Best for large scale organizational transformations with strong executive sponsorship. Provides a strategic roadmap for the leadership team but requires supplementation with a people focused framework for individual adoption tracking. | Organization Focused |
| Lewin's Change Model | Three conceptual phases: Unfreeze, Change, Refreeze. The foundational change model developed in the 1940s. Best as a conceptual umbrella and communication tool for explaining the arc of change to stakeholders. Too abstract to guide specific activities without a more detailed framework layered underneath. | Conceptual |
| Bridges' Transition Model | Three psychological phases: Ending (letting go), Neutral Zone (uncertainty), New Beginning (embracing the new). Focuses on the emotional experience of people going through change rather than the project activities. Best for changes involving significant loss (layoffs, role elimination, cultural shifts) where emotional processing is the primary barrier. | Individual Focused |
| McKinsey 7S Framework | Seven interconnected organizational elements: Strategy, Structure, Systems, Shared Values, Style, Staff, Skills. Diagnoses organizational alignment rather than prescribing change steps. Best for understanding why a change is stalling by identifying which organizational elements are misaligned with the desired future state. | Diagnostic |
| Kubler Ross Change Curve | Five emotional stages applied to organizational change: Denial, Anger, Bargaining, Depression, Acceptance. Adapted from grief psychology. Best for anticipating and normalizing the emotional reactions people experience during significant change. Not a prescriptive framework; used for empathy and communication planning. | Emotional |
How to Choose a Change Management Model
The right change management model depends on three factors: the scope of the change (individual, team, or organization wide), the type of change (behavioral, structural, technological, or cultural), and the organizational context (mature change capability vs first time effort). No single model covers every situation, and experienced change practitioners often combine two or more frameworks.
The six models below represent the most widely used and researched approaches. They are presented in order of practical applicability, not chronological development.
Common Questions About Change Management Models: A Complete Reference
Which change management model is the most popular?
ADKAR is the most widely adopted operational change management framework. Prosci's 2024 Best Practices report found that 84% of change practitioners use ADKAR as their primary or secondary model. Kotter's 8 Step Model is the second most common, particularly for large scale transformations led by senior leadership.
Can you use multiple change management models together?
Yes, and most experienced practitioners do. A common combination is Kotter for the organizational level leadership plan, ADKAR for individual adoption tracking, and Bridges' Transition Model for emotional support during changes involving significant loss. The models are complementary, not competing.
Which model should I use for a technology implementation?
ADKAR is the best primary framework for technology implementations because it focuses on individual adoption outcomes, which is where technology rollouts succeed or fail. Supplement with Kotter's urgency and coalition building steps if the technology change requires significant organizational sponsorship.
Are there change management models specific to agile organizations?
No widely adopted agile specific change models exist yet, but agile organizations typically adapt ADKAR and Kotter by running shorter, iterative change cycles aligned with sprint cadences rather than the traditional linear waterfall approach to change implementation.