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Holger Nauheimer, profile picture
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6 Change Models

The document outlines various change models including the 4-D process of Appreciative Inquiry, the Kübler-Ross model of change emotions, John Kotter’s eight-step model, and others like the Change Journey and Theory U by Otto Scharmer. Each model emphasizes aspects such as engagement, urgency, and the importance of clear vision and communication in facilitating effective change at individual and organizational levels. The document provides insight into frameworks and strategies for navigating change and sustaining it across diverse stakeholder groups.

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Change Model 1: The 4-D Process of Appreciative Inquiry
Change Model 2: The Kuebler-Ross Model of Change Emotion Shock Acceptance Anger Bargain Depression Denial Time
:: Change Needs Engagement :: Change Model 3: John Kotter’s Change Model 1. Establish a sense 2. Create a 3. Develop a of urgency coalition clear vision 5. Empower 4. Share the people to vision clear obstacles 6. Anchor the 7. Consolidate and 8. Secure short- change keep moving term wins
Change Model 4: The Change Journey (HUMAP) 1. Preparation: 2. Starting the 3. Living the 4. Creating skills change journey: change journey: for working in -Getting prepared for -Getting everybody constant change: -Living the new reality change journey: known involved and engaged -Using strengths -Learning from the and unknown by joint planning, -Solving problems experience, -Exploring & -Understanding A to B measuring and changing -Developing new skills, understanding reasons journey the change -Being prepared for and alternatives -First moves & actions -Becoming aware what future changes, -finding common mind towards the goal works and what doesn’t -Being able to chnage set: balance between things fast top-down & bottom-up -Choosing change models ? -Finding right partners -Agreeing the rules and principles -Making first plans -Discovering change B forums A C D
Change Model 5: Cyclical Process Framework (CFAN) Change at Team & Change at Individual Levels System Level Nurture Establish a framework that sustains Monitor & the change Communicate Make the change Goals visible to all Exploring and creating meaning Coach and Mentor Help individuals to master change Review Design new structures, processes Facilitate Check-In and procedures Apply tools Build trust that initiate among diverse change processes stakeholders Experiment Celebrate Initiate and Highlight support communities achievements and of practice honour champions Envision Develop a sense of a better future for all Analyse Understand needs, processes & structures and foresee resistance
Change Model 6: Theory U (Otto Scharmer) Downloading Performing by past patterns operating from the whole suspending embodying Seeing Open Prototyping the new by VoJ Mind with fresh eyes linking head, heart, hand redirecting enacting Open VoC Sensing Heart Crystallizing from the field vision and intention letting go Open letting come VoF Will Presencing connecting to Source