1.
Change Management Methodology Comparison
Compare the prominent methodologies, models & approaches that assist organizations to
navigate change:
 ADKAR Model for Change Management
 Accelerating Implementation Methodology
 Beckhard & Harris Change Process
 Boston Consulting Group Change Delta
 Bridges Leading Transition Model
 The Change Leader’s Roadmap
 GE’s Change Acceleration Process
 Kotter’s 8 Step Model for Change
 Kubler Ross Change Curve
 Lewin’s Three Stage Change Model
 LaMarsh Change Management Model
 People Centered Implementation Model
 Prosci Enterprise Change Management
 Prosci Change Management Levers
 Viral Change Roadmap Model

2.
ADKAR Model for Change Management
The ADKAR model is addresses change at the scale of the individual rather than the whole organization.
This is a part of the Prosci Change Management Methodology, however it is often used on its own as a
guiding framework for creating change initiatives.
ADKAR goal
Awareness of the need to change
Desire to participate and support the change
Knowledge of how to change (and what the change looks like)
Ability to implement the change on a day-to-day basis
Reinforcement to keep the change in place
The ADKAR change management model was first published in the 1998 book “The Perfect Change” by
Jeff Hiatt, founder and CEO of Prosci Research. For more information, see Hiatt. J.M. (2006) ADKAR: a
Model for change in business, government and our community.
AIM (Accelerated Implementation Methodology)
AIM goal
Define the Implementation
Generate Sponsorship
Build Change Agent Capability
Develop Target Readiness
Communication
Develop Reinforcement Strategy

3.
Beckhard and Harris Change Management Process
Beckhard and Harris phase
Establishing the need for change
Building the change team
Creating vision and values
Communicating and engaging
Empowering others
Noticing improvements and energizing
Boston Consulting Group (BCG) Change Delta
BCG Change Delta factors
Executional Certainty
Enabled Leaders
Engaged Organization
Governance & PMO

4.
Bridges Leading Transition Model for Change
Bridges stage Specific activity
Letting Go
Describe change reasons
Communicate during transition
Consider & encourage ‘endings’
The Neutral Zone
Listen, empathize, support
Develop temporary roles
Short term goals
Don’t over promise
Celebrate small wins
Provide learning opportunities
New Beginnings
Model new attitudes & behaviors
Be consistent
Symbolize new identity
Celebrate successes
Bridges explores human behaviors relating to change and defines typical emotions individuals might
exhibit during the change process. Bridges provides strategies on how to overcome some of the

5.
emotional barriers to change, without getting stuck. For example, in the New Beginning phase, there may
be a great deal of fear of the unknown. One strategy might be to provide training on specific tools or
educational materials. In the Neutral Zone, allow creative ways to think about work. During the Ending
and Losing phase, people will feel committed and requires the need to sustain the new way of working,
possibly through goal setting. Include individuals through each phase of the transition. For more
information, see Bridges. W. (2009). Managing transitions: Making the most of change.
The Change Leader’s Roadmap
Change Leader’s Roadmap phase
Phase I – Prepare to Lead the Change
Phase II – Create Organizational Vision, Commitment & Capability
Phase III – Assess the Situation to Determine Design Requirements
Phase IV – Design the Desired State
Phase V – Analyze the Impact
Phase VI – Plan & Organize for Implementation
Phase VII – Implement the Change
Phase VIII – Celebrate and Integrate the New State
Phase IX – Learn and Course Correct
For more information, see Anderson, L.A. & Anderson, D. (2010) The change leaders roadmap.

6.
General Electric Change Acceleration Process (CAP)
CAP phase
Leading Change
Creating A Shared Need
Shaping a Vision
Mobilizing Commitment
Making change last
Monitoring progress
Changing Systems and Structures
Kubler Ross Change Curve Model
Kubler Ross phase
Shock
Denial
Anger
Bargaining
Depression
Acceptance
Integration

7.
John Kotter Eight Step Model for Change
Kotter model step
Establish a sense of urgency
Creating the Guiding Coalition
Developing a Change Vision
Communicating the Vision for Buy-in
Empowering Broad-based Action
Generating Short-term Wins
Never Letting Up
Incorporating Changes into the Culture
The John Kotter Eight Step Change model is a linear model that focuses on the importance of gaining
buy-in. It is relatively simple to understand and works well in organizations that are organized in a
relatively narrow organizational structure. The selling point is its simplicity, memorable eight steps and
basis in Kotter’s thirty-plus years of research into organizational change. For more information, see
Kotter, J.P. (1996). Leading Change and Kotter, J. (1998) Leading change: Why transformation efforts
fail , Harvard Business Review.

8.
Kurt Lewin Three Stage Change Methodology
Lewin stage Specific activity
Unfreeze
1. Determine what needs to change
2. Ensure there is strong support from upper management
3. Create the need for change
4. Manage and understand the doubts and concerns
Change
1. Communicate often
2. Dispel rumors
3. Empower action
4. Involve people in the process
Refreeze
1. Anchor the changes into the culture
2. Develop ways to sustain the change
3. Provide support and training
4. Celebrate success!

9.
LaMarsh Change Management Model
LaMarsh phase
Identify the Change
Plan and Prepare the Change
Implement the Change
Sustain the Change
People Centered Implementation (PCI) Model
PCI Critical Success Factor
Shared Change Purpose
Effective Change Leadership
Powerful Engagement Processes
Committed Local Sponsors
Strong Personal Connection
Sustained Personal Performance

10.
Prosci Enterprise Change Management
Prosci stage Specific activity
Vision
Define future state
Assess current state
Strategy
Engage primary sponsor
Form & prepare project team
Select deployment strategy
Implementation
Build project plan
Create change management plan
Create and present business case
Implement integrated plan

11.
Prosci Change Management Levers
Prosci change lever
Communications lever
Sponsor roadmap lever
Coaching lever
Training lever
Resistance management lever
Viral Change Roadmap
Viral Change Roadmap phase
Discovery
Development
Engagement
Diffusion
Sustain