Awareness · Desire · Knowledge · Ability · Reinforcement
The change has been announced, but people continue working the old way.
Open card →14 tools · 4 subcategories
Change Management
Adoption, transformation, and new behavior. How do we make the change actually work?
Where to start
Core set
If this topic is new to you, start with these tools.
Change models
Kotter 8-Step Change Model
A major change was announced, but the organization quickly lost momentum.
Open card →Transition Model
The change needs to move from a decision into a sustainable practice.
Open card →Lewin Force Field Analysis
A planned change has both supporters and blockers, but the balance of forces is not explicit.
Open card →Change Equation
Everyone agrees change is needed, yet the organization still does not move.
Open card →Burke–Litwin Model
A transformation has many interacting symptoms and it is unclear what is driving performance.
Open card →Other tools
Change Control Board
A change needs to move from intention into adoption and sustained behavior.
Open card →Change Log
The change needs to move from a decision into a sustainable practice.
Open card →Target state
As Is / To Be
The change needs to move from a decision into a sustainable practice.
Open card →Nadler–Tushman Congruence Model
A change improves one part of the organization but creates misalignment elsewhere.
Open card →Implementation management
Kanban Evolutionary Change
The change needs to move from a decision into a sustainable practice.
Open card →Change Management Plan
The change needs to move from a decision into a sustainable practice.
Open card →McKinsey Influence Model
The organization communicates change but behavior does not shift consistently.
Open card →Immunity to Change
A person genuinely wants to change but repeatedly behaves in ways that protect the status quo.
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