Organizational Change Models
.Read the following article to better understand organizational change and change leadership processes to ensure employee engagement: The Positive Effects of Task, Relation and Change Oriented Leadership Behavior on Employee Engagement
As you are concluding our studies in this course, you must also recognize that the application of our learning will cause change in an organization. To be effective, change processes must be robust, and people must recognize that not all individuals accept change in the same manner. Many individuals willingly accept change as part of organizational progress, but there are leaders and team members who will actively resist change efforts.
To create a company that can effectively change and embrace a sociotechnical environment, change is necessary to create a robust and agile organization. Given the potential to encounter resistance to change in any environment, implementation of new tools and processes must be proposed to address these critical issues.
Using your research and relevant experience, respond to the following questions:
- Describe 2 change models that you could use to create change in an organization.
- Choose 1 of the models that you think would be most successful in an organization, and analyze reasons why you chose that model.
- Employees are often resistant to change. Using your experience, how would you help them overcome resistance to change? Include any relevant change management experiences in your response.
- What user experience (UX) methods could be used to create an agile organization?
Include a minimum of 3 references and corresponding citations in your Individual Project each week.
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Organizational Change Models
Two Change Models
Two widely recognized change models include Lewin’s Change Model and Kotter’s 8-Step Model. Lewin’s model focuses on three stages: unfreezing, changing, and refreezing. It emphasizes preparing individuals for change, implementing new processes, and reinforcing the transformation. Kotter’s 8-Step Model expands on this by including urgency, building coalitions, vision development, and embedding change into culture. Both models help leaders systematically address resistance and align teams toward organizational goals.
Preferred Model for Success
Kotter’s 8-Step Model is often the most successful for organizations undergoing significant transformation. It provides clear, actionable steps that engage employees at every level. For example, creating urgency ensures that employees understand why change is necessary, while building coalitions encourages collaboration. By embedding new practices into culture, Kotter’s model promotes long-term sustainability. This step-by-step process reduces uncertainty and makes employees more confident in adapting to new initiatives.
Overcoming Resistance to Change
Employees resist change due to fear of the unknown, loss of control, or perceived extra workload. To overcome this, communication and involvement are essential. Leaders should explain the benefits of change, provide training, and listen to concerns. Sharing success stories and celebrating small wins builds trust. In my experience, involving employees in decision-making reduces resistance because they feel valued. Engagement and transparency transform resistance into acceptance.
UX Methods for Agility
User Experience (UX) methods can support agile organizations by prioritizing employee and customer perspectives. Techniques like user feedback surveys, prototyping, and usability testing ensure that new tools and processes are user-friendly. Journey mapping helps identify pain points that slow adoption. By integrating UX into change initiatives, organizations can design solutions that employees readily embrace. This alignment between usability and organizational goals increases both engagement and efficiency.
