Kotter Model Kotter's Change Model

ADKAR model Lewin’s change model Kotter’s change model
- ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement. Each word represents a step in the change process and must be done in order so that the desired change is achieved.

- This model focuses on principles of change that are effective on an individual. Its focus is on how to change people.

Steps

- Awareness: To begin change, an individual must know what needs to change and why. What the risks for not changing are, benefit of the change to the individual. An individual is most likely not to want change without knowing there is a need for change.

- Desire: Once an individual knows what needs to be changed, it is important to help the individual find the desire to support the change. This can be done by using extrinsic motivators.

- Knowledge: It
- This model assumes the change is planned and emphasizes that no matter what kind of change is being made, people are always the root of the change.

Steps

- Unfreeze: This is the introductory stage for a change to occur and takes places as driving forces become greater than restraining forces. This is the stage where motivation is created making people more motivated than hesitant to change. Resistance to change can be reduced by communication, training, employee involvement, stress management, negotiation and coercion.

- Change: This is the stage change actually occurs. People develop new attitudes or behaviour and change is implemented.

- Refreeze: This is the stage where the change is reinforced. The change is consolidated at a new level and reinforcement through supporting mechanisms, policies, structure, organisational norms. - This model focuses on leading change rather than managing it. This was an indication that upper-level management carries a heavy responsibility to lead its organisation through a change.