An instructor in the MBA program at Lake Forest Graduate School of Management, Katherine Sopranos also provides consultation services in management training, global communications, and brand strategy for short and long-term projects across diverse industries. As a consultant, one of Katherine Sopranos’ key services is organizational change management. Continuous changes in industry trends and world economy variables require adaptation to thrive and survive. An evolutionary change management model focuses on a gradually increasing approach rather than abrupt changes. Examples include a gradual increase in the employees’ remuneration over time or the inclusion of a hybrid work schedule. Evolutionary models need not be wide-reaching, but the minor tweaks add value to the business and the employees. On the other hand, a revolutionary approach encompasses more, if not all, of the organizational facets for a significant change. An example would be a complete switch from regular physical attendance in the office to an exclusively remote working model. The revolutionary approach involves strategies that significantly impact how companies conduct their business. Lastly, Lewin’s three-step model, developed by Kurt Lewin, a social, organizational and psychology pioneer, recommends an unfreeze, change, and refreeze approach. First, thaw out what you believe is the prevailing organization’s culture. Next, initiate change, but ensure thorough employee involvement through participative decision making, dissecting the change particulars and a solid support structure. Lastly, refreeze the culture by stabilizing the new changes.

1. Understanding Three Proven Approaches
of Change Management
Katherine Sopranos

2. Introduction
An instructor in the MBA program at Lake Forest Graduate School of
Management, Katherine Sopranos also provides consultation services in
management training, global communications, and brand strategy for short and
long-term projects across diverse industries. As a consultant, one of Katherine
Sopranos’ key services is organizational change management.

3. Continuous changes in industry trends and world economy variables require
adaptation to thrive and survive. An evolutionary change management
model focuses on a gradually increasing approach rather than abrupt
changes. Examples include a gradual increase in the employees’
remuneration over time or the inclusion of a hybrid work schedule.
Evolutionary models need not be wide-reaching, but the minor tweaks add
value to the business and the employees.

4. On the other hand, a revolutionary approach encompasses more, if not all,
of the organizational facets for a significant change. An example would be a
complete switch from regular physical attendance in the office to an
exclusively remote working model. The revolutionary approach involves
strategies that significantly impact how companies conduct their business.

5. Lastly, Lewin’s three-step model, developed by Kurt Lewin, a social,
organizational and psychology pioneer, recommends an unfreeze, change,
and refreeze approach. First, thaw out what you believe is the prevailing
organization’s culture. Next, initiate change, but ensure thorough employee
involvement through participative decision making, dissecting the change
particulars and a solid support structure. Lastly, refreeze the culture by
stabilizing the new changes.