Top 7 Change Management Models and When to Use Them

In today's fast-evolving work environment, managing change has become a crucial skill for leaders and organizations alike. Whether it's adapting to digital transformation, responding to market shifts, or restructuring internal processes, organizations that fail to manage change effectively often find themselves falling behind.

Change, however, isn’t just a matter of new systems or updated workflows. It’s about people how they respond, adapt, and move forward. This is where change management models play a vital role. These frameworks provide structure and clarity in what can often feel like a chaotic or uncertain time.

In this blog, we’ll explore seven proven change management models what they are, when to use them, and how they help you lead change more effectively. We’ll also touch on how some organizations support their teams through customized training and facilitation (without naming any directly).

1. Lewin’s Change Management Model

Overview:

One of the earliest and simplest models, Kurt Lewin’s three-stage framework breaks change into:

• Unfreeze – Prepare the organization by questioning the status quo.
• Change – Implement the transition with support and communication.
• Refreeze – Reinforce the new way of working so it becomes the norm.

When to Use It:

This model is perfect for situations where you need to gradually shift old habits, processes, or mind- sets such as introducing a new reporting system or altering team dynamics.

Why It Works:

Its simplicity is its strength. It guides teams step-by-step through preparation, action, and consolidation.

2. Kotter’s 8-Step Change Model

Overview:

John Kotter’s model offers a more detailed roadmap for leading large-scale change. It includes creating urgency, forming a strong leadership team, developing a vision, and anchoring new practices into culture.

When to Use It:

Use this model for organization-wide transformations such as mergers, major restructurings, or large-scale digital adoption.

Why It Works:

It focuses not only on the actions leaders should take but also on the emotions and momentum required to sustain change over time.

3. ADKAR Model

Overview:

ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. It’s a model designed to guide individuals through personal change.

When to Use It:

Ideal for situations where success depends on individual behaviour change like learning a new tool or adopting a new customer service process.

Why It Works:

By focusing on the people side of change, ADKAR helps identify specific gaps and tailor support to where it’s most needed.

4. McKinsey 7-S Framework

Overview:

This model examines seven interconnected organizational elements strategy, structure, systems, shared values, style, staff, and skills to assess alignment during change.

When to Use It:

Use this model when you need to ensure internal alignment across departments, especially during strategic shifts or organizational redesigns.

Why It Works:

It’s a powerful diagnostic tool that helps uncover areas of disconnect that could undermine transformation efforts.

5. Bridges' Transition Model

Overview:

Developed by William Bridges, this model emphasizes the emotional journey people go through during change. It includes three phases:

• Ending what was
• The neutral zone
• The new beginning

When to Use It:

Effective during emotionally charged transitions, such as leadership changes, layoffs, or major culture shifts.

Why It Works:

It prioritizes psychological readiness, helping people cope with loss before embracing the new.

6. Kübler-Ross Change Curve

Overview:

Originally used to describe stages of grief, this model applies to change with phases like Denial, Anger, Bargaining, Depression, and Acceptance.

When to Use It:

Useful when change is sudden, unexpected, or causes significant disruption like system crashes, policy overhauls, or layoffs.

Why It Works:

It validates emotional reactions, which helps leaders respond with empathy and patience.

7. Nudge Theory

Overview:

Popular in behavioural economics, Nudge Theory is about gently influencing choices without enforcing them. It involves shaping environments so that people naturally choose the desired behaviour.

When to Use It:

Best for encouraging gradual adoption of new habits or tools like using an intranet, switching to greener practices, or completing learning modules.

Why It Works:

It empowers individuals to make their own choices while subtly guiding them in the right direction.

Which Model Should You Use?

Choosing the right change management model depends entirely on your goals, your team’s readiness, and the nature of the change itself. Here’s a breakdown to help guide your decision:

If you’re managing a large-scale transformation, such as a company-wide restructure or digital rollout, Kotter’s 8-Step Model and the McKinsey 7-S Framework are both strong options. They provide structure, leadership focus, and tools for aligning people and systems across the organization.

For emotionally complex changes, such as downsizing or cultural overhauls, consider the Bridges' Transition Model or the Kübler-Ross Curve. These help leaders understand the emotional impact of change and respond with compassion.

When the focus is on individual change, like adopting new software or updating workflows, ADKAR or Nudge Theory offer practical, people-centric approaches that encourage participation and reduce resistance.

If you're navigating traditional change processes, like updating procedures or policies, Lewin’s Model provides a simple, structured roadmap that can be easily communicated and applied.