Qualification: Level 4 Certificate in Principles of Leadership and Management for Adult Care (RQF)
Unit: Unit 20: Innovation and Change in Adult Care
Learning outcome: 2 Understand principles of effective change management
Assessment criteria: 2.2 Analyse theories and models of good practice to support change management
- Lewin’s Change Management Model: This model emphasizes the three stages of change: unfreezing, moving, and refreezing. It suggests that change can be facilitated by creating the motivation for change, implementing the change, and then solidifying it through reinforcement and support.
- Kotter’s 8-Step Change Model: This model provides a step-by-step approach to managing change, including creating a sense of urgency, building a guiding coalition, developing a vision and strategy, empowering action, generating short-term wins, consolidating gains, anchoring change in the culture, and continuously improving.
- ADKAR Model: This model focuses on individual change and outlines the five elements necessary for successful change: Awareness of the need for change, Desire to support the change, Knowledge of how to change, Ability to implement the change, and Reinforcement to sustain the change.
- The McKinsey 7-S Framework: This model considers seven interconnected elements that need to be aligned for successful change: strategy, structure, systems, shared values, skills, staff, and style. It highlights the importance of considering all these aspects when implementing change.
- The Prosci Change Management Process: This process involves a holistic approach to change management, including assessing the impact of change, developing a change management plan, executing the plan, and evaluating the outcomes. It emphasizes the need for strong leadership, effective communication, and stakeholder engagement throughout the change process.
- The Satir Change Model: This model focuses on human responses to change and emphasizes the importance of addressing underlying emotional aspects. It recognizes that people may go through stages of resistance and discomfort before accepting and integrating change.
- The Kübler-Ross Change Curve: This model reflects the emotional journey individuals go through when experiencing change. It outlines stages such as denial, anger, bargaining, depression, and acceptance. Understanding these stages can help manage emotional reactions and support individuals through the change process.
- The Bridge’s Transition Model: This model highlights the psychological and emotional aspects of change, focusing on the three stages of transition: endings, neutral zone, and new beginnings. It emphasizes the need to let go of the old, navigate the uncertainty of the transition, and embrace the new beginnings.
- These theories and models of good practice provide frameworks and strategies to support change management in various contexts. By understanding and applying these models, care supervisors can effectively plan, implement, and navigate change processes within their organizations.