Combining Multiple Change Approaches?

Combining Multiple Change Approaches?

In order to select the appropriate change approach (as categorized by Kotter), it's useful to understand the change management iceberg model of Kruger. There are probably different groups with different attitudes and behavior towards the change plan of the organization.
Can we say then, that different approaches should be applied to different (groups of) people in the organization?

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Denise Marchese, USA

Six Change Approaches (Kotter)

I think of the six, "Education and Communication" and "Participation and Involvement" are key to buy-in. Coercion may be effective short term, but may lead to low morale and retention issues.

Farry B Jeffrey, UK

Careful with Combining Multiple Change Approaches

I do not agree that different approaches should be applied in the same organization. This would cost the organization an arm and a leg (Editor: ~be expensive). The iceberg model shows that opponents should be approached differently from supporters. If Dr Honarpisah means this by different approach it is already included. But usually a combined approach means asking for different and more resources as well. A change initiative shouldn't use more different techniques than needed.

William Gomes, Brazil

Talk About Improvement or Take the Resistence Out

If the new, change culture can't be accepted by everyone, so we'll all work in the same way, no organization can really live like that from now on.
So the point is: either people have a positive position, or they have to be put out. If you can not do that as a manager, then you have to get out!

Pia, Sweden

Change is Possible and Using a Mix of Approaches is Necessary

Changing attitudes happens in less than a second. Behavior takes longer but of course change is possible. Japanese and Chinese companies also change, it's a myth that they don't.

Using a mix of approaches is necessary since there are always early adopters who are positive to any change, and there are people who are afraid of change no matter what. That will always be the case and although I think that Education and Communication alongside with Participation and Involvement is the preferred way to go, there are times when other, more brutal and forceful, approaches are needed.

Abdourahmane DIOP
Management Consultant, Senegal

Combining Kotter's Six Change Approaches

One may think one should choose one of Kotter's Change approaches. Yet combining the six approaches seems for me the best way to deal with resistance. As a matter of fact, when you face resistance to change, the best way to act is to proceed by persuasion. That means to work on communication to make understanding easy and to fight back uncertainty and fear. In so doing, your objective is to make people accept the change project and to participate in conceiving it and be involved in running it.
Anyway, you will always face people who won't accept the change just because they don't want to change. I agree with @William Gomes that when those people act to make your change project fail, you need to be firm. Do not hesitate to punish them and meanwhile you promote those who support the project.

What is important is to have an important part of workers (more than ±2/3) who involve in the change project. The results obtained will lead most of the other, reluctant people to join the movement even if they're not convinced.

Ger de Waard
Management Consultant, Netherlands

Combining Multiple Change Approaches

As stated in the discussion, the combination of multiple change approaches can be a powerful strategy for managing and implementing change within an organisation. Different situations may require different approaches, and creating a blend of them increases the chances of success. In order to effectively combine multiple change approaches one can start with understanding the context and the nature of the change you're dealing with. This might encompass factors like the organisation's current culture, the scope of the required or desired change, the people involved, and not to forget the external environment as all these will influence the choice or blend of change approaches. Commonly applied change approaches as far as I have seen included:
1. Lewin's Model (Unfreeze-Change-Refreeze): This classic model involves preparing for change, implementing it, and then stabilizing it.
2. Kotter's 8-Step Model: A structured approach that involves creating a sense of urgency, forming a guiding coalition, and implementing change in stages.
3. The ADKAR Model (Awareness-Desire-Knowledge-Ability-Reinforcement): Focuses on individual change readiness and involves steps to ensure each person's transition.
But don't forget always assess the compatibility by evaluating the chosen approaches with each other. Some approaches may naturally complement each other, while others may conflict. As we know biggest hurdle is how to manage resistance. Resistance to change is common, and it can be even more challenging when using multiple approaches. Anticipate resistance and have strategies in place to address it. This might include providing additional training, offering support, or adjusting the change plan as needed.