Compare and contrast lewin and kotter change model

Organization Change Management Models Organization Change Management Models Change whether planned or unplanned occurs in all organizations and at all levels. Change is inevitable and thus today many organizations prepare themselves for change. However the successful organization recognizes and understands the fact that change is not only inevitable it is also required in order to grow and stay ahead of competition. Therefore such organizations plan and implement change.

Compare and contrast lewin and kotter change model

If change always followed an exact pattern, if it was always predictable, there wouldn't be a need for different models. No matter how well you plan for change you should always expect a surprise. Change rarely follows the exact steps change management models suggest.

However, it's always good to work to a plan, especially using a model that's based on experience and observation. So, explore these models of change management and take what is valuable to you.

Allow yourself some flexibility when following a model rather than following it too rigidly. At a personal and organizational level the models of change we choose are motivated by the way we approach change. There is no right or wrong. The way you go about implementing change will differ depending on the model you use, but there are basic steps that are essential to follow that are common to personal or organisational change.

It's also inspired many similar 3-step change models that are really a spin on the Lewin model. Lewin's Force Field Analysis integrates with the three stage theory of change.


The Force Field Analysis is a great tool to motivate people towards change and understand resistance. A practical model of change that is simple to learn, makes sense, and focuses on the actions and outcomes required for change.

Compare and contrast lewin and kotter change model

This page has been updated to include Kotter's book 'Accelerate' in which he creates a contemporary framework for the original 8-step change model.

In Sean Covey published The 7 Habits of Highly Effective Teens effectively making the seven habits model more accessible and proving that a solid model for managing change in life can be presented in a fun and highly readable format.

Stages of Change The Kubler-Ross model describes typical responses to grief. These have been applied to understand change on an individual level and in the workplace.

When I use this model I find people are relieved to identify their feelings regarding change. But they most enjoy being able to identify and understand how other people respond to change. They immediately get a better sense of their own behaviour and why colleagues behave in a particular way.

Leave your thoughts below and keep in touch by visiting our Facebook Page and clicking 'Like' to join the community.Unit V Essay Al-Haddad & Kotnour () describes the change models of Kotter and Lewin. In an essay, compare and contrast these change models or any other early research that focuses on individual behaviors and resistance to change.

Compare and contrast the planned change models of Lewin and Kotter. Lewin and Kotter’s change models differ in the identification and number of proposed steps in the change model, but there are similarities in the overall process%(6).

Compare and contrast Lewin's change management model and Kotter's eight-step change model. Which do you believe is more effective? Why? Your response should be at least words in length. Question 2 Discuss why those in the human resource development positions .

well known and popular models of the change process: Lewin’s three-step change model, Kotter’s eight-step plan, Harris’s five-phase model, Fullan’s change themes set, and Greiner’s six-phase process.

These two models are Kotter’s Leading Change model, and the related Brinnovation model, with Brinnovation being the more directly applicable of these two choices. This model depends upon the group’s involvement according to their strengths and gifts (Gupta, ).

Kurt Lewin developed a change model involving three steps: unfreezing, changing and refreezing. The model represents a very simple and practical model for understanding the change process.

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