Change Management: Definition

Change Management is a strategic approach to guiding and supporting changes within organizations. Purposeful methods for planned transformation are crucial to ensure that it can be implemented effectively, efficiently, and with minimal negative impact. There are various Change Management methods and approaches—depending on the scale of the change project, it is advisable to enlist the support of Change Management consultants. Whether with external assistance or internal drive, HR leaders play a pivotal role throughout the process, as they often act as a bridge between senior management and employees, and possess the necessary expertise and skills to manage change successfully.

Driving Change: What Types Exist?

Changes can take many forms, including strategic shifts, structural adjustments, cultural transformations, and technological innovations. HR professionals and leaders must be able to understand the specific requirements and challenges of each type of change, and to develop and initiate appropriate measures to drive successful implementation.

Change Management Methods: the ADKAR and Kotter Models

There are many different methods and strategies to trigger transformation processes. Which one suits your organisation’s needs is a bespoke decision. For better structure and a systematic approach, using a Change Management model is recommended. Below we briefly present Jeff Hiatt’s ADKAR model and John Kotter’s 8‑step model:

The Kotter Model

The Kotter model is a widely used Change Management framework comprising eight phases:

1. Creating a sense of urgency
2. Forming a guiding coalition
3. Developing a vision and strategy
4. Communicating the vision
5. Removing obstacles
6. Generating short‑term wins
7. Driving change forward
8. Anchoring new approaches in the corporate culture  

This model emphasises the importance of clearly communicating the initiative to employees, defining responsibilities, reducing initial resistance through early wins, and finally embedding the change throughout the organisation.

The ADKAR Model

The acronym ADKAR represents the model’s five dimensions:

1. Awareness of the need for change
2. Desire and acceptance of the change
3. Knowledge of required skills and behaviours
4. Ability to provide affected individuals with the means to implement the change
5. Reinforcement to ensure the change is sustained

These steps build sequentially in the process and focus primarily on the human side of the desired change.

Fail or Achieve Sustainable Change: The Role of HR Professionals

At each stage of the process, leaders should guide their team with understanding and transparent communication to advance the change. HR is a crucial strategic partner at every phase. Many transformation processes fail because employees cling to old structures, cannot understand the rationale for change, tensions arise within teams, or necessary skills are lacking. HR professionals and leaders bear significant responsibility for designing and implementing Change Management strategies and measures, including communication with employees, training and skill development, minimising resistance and anxiety, and continually analysing and evaluating the transformation process.  

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