If you are embarking on a workplace change and aren’t sure where to start.  Or, if you are knee deep in implementation and feeling discouraged and lost.  Mental models can be helpful roadmaps.  Models prompt us to envision new and different ways to plan change or kickstart a stalled effort.

Throughout her corporate career, Paige used these models and others to shape organizational changes and advise executives leading transformations.  Since launching SpeakingChange, LLC in 2018, Paige has adapted these models for better applicability in today’s VUCA world.  If you’re interested in learning more, schedule a free consultation call today.

Change Models

The models above offer a brief history of change management theory and practice beginning with Lewin’s Change Theory in the 1940s.  It wasn’t until almost 40 years later that Psychologist William Bridges identified the distinction between change and transition.  In his 1991 book, Managing Transitions, Bridges clarified this distinction by publishing his three-phased Transition Model to the world.

Harvard Professor John Kotter wrote about his 8 Step Change Process in an HBR article titled Leading Change:  Why Transformation Efforts Fail.  His book Leading Change was published by Harvard Business Review in 1995 .   Finally, right after the turn of the 21st century, the ADKAR process was introduced by Jeffrey Hiatt’s Change Consultancy, Prosci as a tool for change leaders in organizations.

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