10 Change Management Models Explained in 10 Minutes

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Change Management models are guidelines to help you successfully lead change. The 10 models we'll cover are:
1. Kotter’s 8-step Change Model 01:36
2. Lewin’s Change Model aka Unfreeze, Change, Refreeze 02:24
3. The PDCA Cycle aka Deming Cycle 03:04
4. McKinsey 7S Framework 04:00
5. ADKAR Model of Change 05:33
6. Nudge Theory 06:15
7. Satir Change Model 07:10
8. Bridges Transition Model 08:04
9. The Change Curve 08:48
10. Maurer 3 Levels of Resistance 09:11
Follow the links below for a more detailed look at each of the models:
1. Kotter’s 8-step Change Model: hi.switchy.io/3Dj6
2. Lewin’s Change Model aka Unfreeze, Change, Refreeze: hi.switchy.io/5izu
3. The PDCA Cycle aka Deming Cycle: hi.switchy.io/7Itx
4. McKinsey 7S Framework: hi.switchy.io/7K63
5. ADKAR Model of Change: hi.switchy.io/3QRz
6. Nudge Theory: hi.switchy.io/6zxK
7. Satir Change Model: hi.switchy.io/7K66
8. Bridges Transition Model: hi.switchy.io/71U5
9. The Change Curve: hi.switchy.io/7K67
10. Maurer 3 Levels of Resistance: no article yet... sorry
To learn more, you can read our companion article to this video here:
hi.switchy.io/7K6G
Subscribe to Our Channel:
bit.ly/2k9j9DJ

Опубликовано:

19 июн 2024

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Комментарии : 24

@cartergomez5390 2 месяца назад

I am learning about this in my human services administration course. I also want to announce that I am graduating in June with my Master of Arts in Human Services (MAHS). I am very excited and I will be moving to Pacific Beach in August.

@bibilistic Месяц назад

This is such a gem. Thank you so much, for making and sharing this video.

@arthurkearney6193 2 года назад

As always, clear, contextual and great introductory detail. Thank you for sharing.

@alternatethinking Месяц назад

this is the best resource on RU-vid!!

@dorothyndletyana7494 Год назад

Excellent summary and introduction to models I was unaware of. Thank you

@goodone5319 5 месяцев назад

A very concise and excellent delivery. Thank you.

@maivungoc3849 2 года назад

This helps a lot for my assignment, thank you very much !

@LeonIneke 2 года назад

Very useful overview, thanks!

@AAhmed79 Год назад

really really wonderful, bundle of thanks for sharing!!

@user-rj2cl1nc6o Год назад

VERY MUCH FOCUSED PRESENTATION.

@annemariegregg3690 8 месяцев назад

very interesting, clear and precise. Thanks for sharing

@samehabdel-hakam2026 Год назад

Great video, amazing channel! really helpful Thank you for your efforts

@kiranklingaraj 7 месяцев назад

Thank you for the links👍🏻

@theakruger4714 2 года назад

Thank you for this great video

@bicyclecambelfast5680 2 года назад

This is brilliant thank you

@mosesokwonga825 3 месяца назад

excellent presentation

@tube44a 4 месяца назад

Thanks for Sharing!!

@modalities Год назад

Hi - Very good video. Question: Given that ADKAR is a (non-linear) People Focus Model of individual change, how would you categorize the Prosci 3-Phase Model? I think it's both Process and People, but I would be grateful for your POV. Then there is ACMP standard model, and I think that would fall into the Process bucket. What do you think?

@yaapa227 Год назад

thankyou, this is helpful

@kenyaclark4346 Год назад

We are doing an assignment on the 5 management models and I need to properly cite this chart. Can help me cite the chart?

@buttermilk_pie 2 месяца назад

What subject of study does this sort of thing come from? I've never heard of any of this. Very interesting.

@Mo_Jabal Год назад

Is it a difference between Change Management Models and Change Management strategies? please elaborate

@Potencyfunction Год назад

Did you had school? HAve you been trough a academy or an university or you lost time because of other proceseses?

@Potencyfunction Год назад

There is obieoust the changing model but what you do with McKinsey 7 S when you get to Lewin``s fase 3 : I dont like you. What shall it be change at process and benefit from one empolyee when as an individual there was a long process that worth nothing for comany and the empoyess are have lost interest. Is that any reasoin to retain those empoyments in the changing managemnt process? IS to much bullshiting for nothing serously