Answer 2 for LDR 615 Compare and contrast two different change models

One change model to consider is Prosci ADKAR change management model. The ADKAR change model “is an acronym for the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement” (The Prosci ADKAR Model, 2023). This change management model focuses on change at the individual level. The first step of Awareness is communicating to the stakeholders within the organization the need for change and answering the question “what’s in it for me?”. The second step is Desire which is influencing the stakeholders in such a way that cultivates “the willingness to support and engage in a change” (The Prosci ADKAR Model, 2023). The third step is Knowledge which represents the training and education that stakeholders will need to have in order to be proficient through the change. The fourth step is Ability and this means applying the training and education into the real life work environment. The final step is Reinforcement which are actions that help sustain the change for the long term. These actions can look like meaningful recognition, rewards, and celebrations.

The second change model to consider is Kubler-Ross Change Curve developed by Dr. Elisabeth Kubler-Ross when she wrote about the “5 Stages of Grief”, which she “identified these stages as defense mechanisms or coping mechanisms to change, loss, and/or shock” (Kubler-Ross Change Curve, 2024). “This model was originally designed for terminally ill patients or relatives who are facing shocking change in their lives. The model anticipates an emotional evolution of the individual during the grieving process and classifies the emotions in five stages: denial, anger, bargaining, depression and acceptance” (Castillo et al., 2018). This model is different from AKDAR in that it explains the emotional navigation of change rather that ADKAR’s more process-driven style. The Kubler-Ross Change Curve explains behavior, and ADKAR describes the actions and important decisions needed for successful change to happen. Both of these models really complement one another since they both focus on two different dynamics occurring during the full experience of change.

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Transformational leadership would be the leadership style when utilizing the ADKAR change model because it sets the table for how well each of these steps are successfully implemented. For instance, one of the components of Transformational leadership is “’idealized influence’ [which] involves the leader behaving as a robust role model toward followers, demonstrating a work ethic and strong values while preaching the organization’s vision, thereby winning the staff’s trust and confidence” (Ystaas et al., 2023). These values and actions are crucial to the success of change management. To be an effective transformation leader through change management, one must model integrity and fairness to be an ethically-practicing clinician. Having assertive communication skills that outline clear expectations and goals will help the team navigate through change and determine success. By creating a safe atmosphere where all perspectives and solutions are considered creates momentum and builds trust within each team member. By providing recognition, staff are revitalized and find meaning within the impact they are making. Strategic thinking prioritizes resources to effectively complete tasks that the change requires. These are the outstanding qualities of a transformational leader that is equipped to lead a team through the murky waters of change.

References

Castillo, C., Fernandez, V., & Sallan, J. M. (2018). The Six Emotional Stages of Organizational Change. Journal of Organizational Change Management, 31(3), 468–493. https://doi.org/10.1108/JOCM-05-2016-0084

Kubler-Ross Change Curve. (2024). Elisabeth Kubler-Ross Foundation. https://www.ekrfoundation.org/5-stages-of-grief/change-curve/