“There isn’t anything so practical as” a good model to help leaders, change agents and advocates explain what is happening in change and transition, paraphrasing Kurt Lewin. An informed change leader can head off the deadly effects of compliance and indifference and increase true, community commitment with a good set of tools, facilitation skills and change research, informed by timely data.
Here are two data-friendly, practical change models that have been favorites with managers and graduate students in discussing change. A video of the models in action is included below.
The DVF > R Model for working with resistance:
DVF Model for Change (CLICK to download as a pdf)
This clear, intuitive model could guide something as simple as a starter conversation with staff, clients as well as all stakeholders about where your organization is now. It could also guide a discussion of your products and services or where you might be “stuck” or needing a fresh perspective in your planning.
With “D” for “Dissatisfaction” in mind, there’s much more to the story of resistance than a model, of course. “Resistance is a resource,” quoting the late Kathie Dannemiller, a mentor/guide to me and many others with organization development (OD) experience.
For more on understanding the progress of working through resistance, especially compliance and apathy, real change killers, take a look at Ron Koller’s change study.
Collecting data at crucial points throughout any change implementation is important. The what, where, when, how and why the data is collected is ALSO important, and is an intervention in and of itself. A good model including approaches like Whole-Scale Change helps, as referenced on the DVF handout.
“There isn’t anything so practical as” a good model to help …explain what is happening in change and transition…
Another simple and clear model is Dr. Mary Lippitt’s Change Resources model:
Mary Lippitt Complex Change Model (CLICK to download as a pdf)
Dr. M. Lippitt’s model has been listed in many publications, including published change books and toolkits without attribution. I’m delighted to list her attributed model in this post.
For more about using models like this in context, you can contact me here to find out more.
Below are two change videos. The second video features the two models in use.
1) The first video features my interview with well-known and practical change author, Daryl Conner who covers key aspects of understanding and leading through change. He is the creator of the Conner Change Curve:
2) The second video features a group of social work administrators putting these change models to practical use in a very short amount of time. There more on our Change Results YouTube channel.
Skip to to .42 seconds to see the graduate class examples of applying the models listed in this post.
Model work & discussion like this can kickstart change planning. Perhaps doing the same will help you anticipate change elements in your next change initiative or adaptation / realization.
The professions, in this case Information Technology (IT), offer another view of change. Technology is often an accelerator in change:
Inspiring change requires more …creating opportunities for groups to voice their concerns, bringing obstacles to light…coaching and providing feedback as well as opportunities for practice and learning.
As always, your comments on this post enrich the learning.
Contact me here to find out more about these and other event planning and change resources, including Ron’s change survey and other approaches to planning healthy, successful change and transitions.
More change and performance tools are available on Deb’s TOOLS page here.
This work is licensed under a Creative Commons license.