{"id":20787,"date":"2025-09-23T09:01:05","date_gmt":"2025-09-23T09:01:05","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=20787"},"modified":"2025-09-23T09:01:05","modified_gmt":"2025-09-23T09:01:05","slug":"change-management-models","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/change-management-models\/","title":{"rendered":"Top 12 change management models in 2025"},"content":{"rendered":"\n<p>Navigating change within an organization is complex, and selecting the right <a href=\"https:\/\/www.walkme.com\/glossary\/change-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management<\/a> model is monumentally important.\u00a0<\/p>\n\n\n\n<p>With numerous models available, it&#8217;s easy for teams to become misaligned or overlook subtle nuances, leading to ineffective implementation. <a href=\"https:\/\/capabilityforchange.com\/global-trends-in-change-management-insights-and-key-takeaways-for-2025\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">A recent survey of change identified leadership misalignment as a primary challenge in change initiatives<\/a>.\u00a0<\/p>\n\n\n\n<p>The variety of change management models can also create confusion, especially when leadership and teams aren\u2019t in agreement on objectives and processes. This misalignment can result in inconsistent application, <a href=\"https:\/\/www.walkme.com\/blog\/change-6-strategies-overcome-resistance\/\" target=\"_blank\" rel=\"noreferrer noopener\">resistance to change<\/a>, and ultimately, the failure of any initiatives.\u00a0<\/p>\n\n\n\n<p>This article explores twelve distinct change management models, highlighting their approaches, strengths, and limitations, and showing how to match the right model to both organizational needs and human dynamics to make change stick.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"1024\" width=\"989\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Top-12-change-management-models-in-2025_68d11a12.jpg?w=989&#038;h=1024&#038;crop=1\" alt=\"Top 12 change management models in 2025\" class=\"wp-image-20790\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Top-12-change-management-models-in-2025_68d11a12.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Top-12-change-management-models-in-2025_68d11a12.jpg?resize=290,300 290w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Top-12-change-management-models-in-2025_68d11a12.jpg?resize=989,1024 989w\" sizes=\"auto, (max-width: 989px) 100vw, 989px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">1. Lewin&#8217;s Change Management Model\u00a0<\/h2>\n\n\n\n<p>First on our list is <a href=\"https:\/\/www.walkme.com\/blog\/lewins-change-management-model\/\" target=\"_blank\" rel=\"noreferrer noopener\">Lewin\u2019s Change Management Model<\/a>. We\u2019ve decided to put this first because it\u2019s deceptively simple yet profoundly effective. The model breaks change into three steps, including unfreeze, move, and refreeze. In layperson\u2019s terms, it\u2019s about preparing people for change, guiding them through it, and then embedding new habits.\u00a0<\/p>\n\n\n\n<p>Organizations that use Lewin\u2019s approach focus on easing anxiety, creating momentum, and locking in improvements to ensure changes are sustained. Its enduring popularity lies in its clarity and practical, human-centered focus.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Unfreeze: <\/strong>Prepare the organization by addressing the need for change and dismantling existing mindsets.<\/li>\n\n\n\n<li><strong>Change:<\/strong> Implement new processes, behaviors, or ways of thinking.<\/li>\n\n\n\n<li><strong>Refreeze: <\/strong>Solidify the new state by establishing stability and reinforcing the changes.<\/li>\n<\/ul>\n\n\n\n<p>This model emphasizes a structured approach to change, ensuring that new behaviors are adopted and sustained over time.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Easy to understand and apply across teams.<\/td><td>Oversimplifies complex organizational changes.<\/td><\/tr><tr><td>Provides a clear step-by-step structure.<\/td><td>Unfreezing old habits can be challenging.<\/td><\/tr><tr><td>Helps make changes stick by reinforcing them.<\/td><td>Doesn\u2019t provide detailed implementation guidance.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">2. McKinsey 7-S Model\u00a0<\/h2>\n\n\n\n<p>Next on our list is the famous McKinsey 7-S Model. Chosen for its depth, this <a href=\"https:\/\/www.walkme.com\/blog\/change-management-frameworks\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management framework<\/a> explores seven interconnected elements, including strategy, structure, systems, shared values, skills, style, and staff.\u00a0<\/p>\n\n\n\n<p>Unlike simpler models, it treats change as a network, where adjusting one area affects all others. Businesses applying this model dig into <a href=\"https:\/\/www.walkme.com\/blog\/what-is-organizational-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational culture<\/a>, capabilities, and processes simultaneously, ensuring alignment.\u00a0<\/p>\n\n\n\n<p>Its strength lies in balancing hard and soft factors, helping <a href=\"https:\/\/www.walkme.com\/blog\/change-management-leader\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management leaders<\/a> orchestrate complex transformations while keeping teams engaged and organizational <a href=\"https:\/\/www.walkme.com\/blog\/change-management-goals\/\" target=\"_blank\" rel=\"noreferrer noopener\">change management goals<\/a> clear.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Strategy: <\/strong>The plan devised to maintain and build a competitive advantage.<\/li>\n\n\n\n<li><strong>Structure: <\/strong>The way the organization is structured and who reports to whom.<\/li>\n\n\n\n<li><strong>Systems:<\/strong> The daily activities and procedures that staff use to get the job done.<\/li>\n\n\n\n<li><strong>Shared values: <\/strong>The core values of the company that are evidenced in its corporate culture.<\/li>\n\n\n\n<li><strong>Skills:<\/strong> The capabilities and competencies that exist within the company.<\/li>\n\n\n\n<li><strong>Style: <\/strong>The style of leadership adopted.<\/li>\n\n\n\n<li><strong>Staff: <\/strong>The employees and their general capabilities.<\/li>\n<\/ul>\n\n\n\n<p>The McKinsey 7-S Model highlights the interconnectedness of these elements, suggesting that a change in one area will affect all others.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Looks at the whole organization, not just one part.<\/td><td>It can feel complex with seven interlinked elements.<\/td><\/tr><tr><td>Helps align strategy, culture, and processes.<\/td><td>Takes time to analyze all seven areas thoroughly.<\/td><\/tr><tr><td>Flexible for different organizational challenges.<\/td><td>Doesn\u2019t capture rapid, dynamic changes easily.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">3. Nudge Theory\u00a0<\/h2>\n\n\n\n<p>Next on our list is Nudge Theory. We\u2019ve placed this model here because it approaches change through subtle influence rather than force. Instead of mandates, it shapes environments, cues, and choices to guide behavior naturally.&nbsp;<\/p>\n\n\n\n<p>Organizations use it to encourage <a href=\"https:\/\/www.walkme.com\/blog\/business-process-adoption\/\" target=\"_blank\" rel=\"noreferrer noopener\">business process adoption<\/a>, making the preferred action the easiest or most attractive. Its power lies in psychology, including small adjustments in context that can lead to meaningful shifts in behavior. This model suits cultures that value autonomy while still achieving strategic objectives, blending human insight with practical application.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Choice architecture: <\/strong>Designing the way choices are presented to influence decision-making.<\/li>\n\n\n\n<li><strong>Defaults:<\/strong> Setting default options that require minimal effort to accept.<\/li>\n\n\n\n<li><strong>Feedback: <\/strong>Providing information about past choices to guide future decisions.<\/li>\n\n\n\n<li><strong>Incentives:<\/strong> Using rewards or penalties to encourage desired behaviors.<\/li>\n<\/ul>\n\n\n\n<p>Nudge Theory suggests that subtle changes in the environment can significantly impact behavior without restricting choices.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Influences behavior subtly without forcing it.<\/td><td>Works best for small behaviors, not big transformations.<\/td><\/tr><tr><td>Inexpensive to implement small nudges.<\/td><td>It can feel manipulative if overused.<\/td><\/tr><tr><td>Respects individual choice while guiding action.<\/td><td>Hard to measure exactly how much effect it has.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">4. The ADKAR Change Management Model\u00a0<\/h2>\n\n\n\n<p>Another standout on our list is the <a href=\"https:\/\/www.walkme.com\/blog\/adkar-model\/\" target=\"_blank\" rel=\"noreferrer noopener\">ADKAR Change Management Model<\/a>. This approach stands out because it focuses squarely on the human side of transformation. ADKAR, which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, maps the journey each individual takes to adopt change.\u00a0<\/p>\n\n\n\n<p>Employees progress\u200b\u200b through each ADKAR stage, beginning with understanding why change is necessary, building motivation, acquiring <a href=\"https:\/\/www.walkme.com\/blog\/5-critical-employee-skills\/\" target=\"_blank\" rel=\"noreferrer noopener\">critical employee skills<\/a>, and consistently applying new behaviors.<\/p>\n\n\n\n<p>Focusing on individual <a href=\"https:\/\/www.walkme.com\/glossary\/digital-adoption\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital adoption<\/a> reduces <a href=\"https:\/\/www.walkme.com\/blog\/change-6-strategies-overcome-resistance\/\" target=\"_blank\" rel=\"noreferrer noopener\">change resistance<\/a>, strengthens engagement, and ensures that transformations are sustained. Its strength lies in combining clear structure with a deep appreciation for human dynamics, making change both achievable and sustainable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Awareness: <\/strong>Understanding the need for change.<\/li>\n\n\n\n<li><strong>Desire:<\/strong> The willingness to support and participate in the change.<\/li>\n\n\n\n<li><strong>Knowledge: <\/strong>Information on how to change.<\/li>\n\n\n\n<li><strong>Ability:<\/strong> Skills and behaviors to implement the change.<\/li>\n\n\n\n<li><strong>Reinforcement: <\/strong>Ensuring the change is sustained.<\/li>\n<\/ul>\n\n\n\n<p>ADKAR focuses on guiding individuals through the change process, addressing both emotional and practical aspects of the change.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"515\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Advantages-and-Disadvantages-of-The-ADKAR-Change-Management-Model-_9068d11a.jpg?w=1024&#038;h=515&#038;crop=1\" alt=\"Advantages and Disadvantages of The ADKAR Change Management Model \" class=\"wp-image-20788\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Advantages-and-Disadvantages-of-The-ADKAR-Change-Management-Model-_9068d11a.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Advantages-and-Disadvantages-of-The-ADKAR-Change-Management-Model-_9068d11a.jpg?resize=300,151 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2025\/09\/Advantages-and-Disadvantages-of-The-ADKAR-Change-Management-Model-_9068d11a.jpg?resize=1024,515 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Focuses on each person\u2019s journey through change.<\/td><td>It can require a lot of resources to support individuals.<\/td><\/tr><tr><td>Clear stages make progress easy to track.<\/td><td>Works differently in different organizational cultures.<\/td><\/tr><tr><td>Helps managers target support where it\u2019s needed most.<\/td><td>Doesn\u2019t address structural or strategic changes alone.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">5. K\u00fcbler-Ross Change Curve\u00a0<\/h2>\n\n\n\n<p>Another key model to explore is the <a href=\"https:\/\/www.walkme.com\/blog\/change-curve\/\" target=\"_blank\" rel=\"noreferrer noopener\">K\u00fcbler-Ross Change Curve<\/a>. This model approaches change through the lens of human emotion, mapping stages like shock, denial, frustration, exploration, and acceptance. Organizations applying it understand that transitions are rarely linear and that employees experience highs and lows.\u00a0<\/p>\n\n\n\n<p>Using the curve helps managers anticipate emotional reactions, provide support where needed, and design interventions that respect feelings while maintaining momentum. Its value lies in combining empathy with strategy. It achieves this by recognizing emotional patterns that enable teams to reduce burnout, build <a href=\"https:\/\/www.walkme.com\/glossary\/digital-resilience\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital resilience<\/a>, and guide people through change more smoothly. This model makes transformations genuinely human-centered and sustainable.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Denial: <\/strong>Refusal to accept the reality of change.<\/li>\n\n\n\n<li><strong>Anger: <\/strong>Frustration and resistance to the change.<\/li>\n\n\n\n<li><strong>Bargaining:<\/strong> Attempting to negotiate to avoid the change.<\/li>\n\n\n\n<li><strong>Depression:<\/strong> Feelings of loss and uncertainty.<\/li>\n\n\n\n<li><strong>Acceptance: <\/strong>Coming to terms with the change.<\/li>\n<\/ul>\n\n\n\n<p>This model illustrates the emotional journey individuals experience during times of change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Helps understand emotional reactions to change.<\/td><td>People don\u2019t always follow the stages in order.<\/td><\/tr><tr><td>Supports managers in addressing resistance early.<\/td><td>Offers little guidance on how to manage emotions.<\/td><\/tr><tr><td>Applies across many types of changes.<\/td><td>Emotional reactions differ by culture and context.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">6. Bridges&#8217; Transition Model\u00a0<\/h2>\n\n\n\n<p>A standout approach to consider, and the next model on our list is Bridges\u2019 Transition Model. Unlike models that focus on structural steps, this approach emphasizes the psychological journey individuals undergo during the change process. It highlights three phases, including endings, the neutral zone, and beginnings.&nbsp;<\/p>\n\n\n\n<p>Understanding these stages helps organizations support employees as they let go of old routines, navigate uncertainty, and embrace new ways of working. Acknowledging the emotional and mental adjustments required, teams can reduce resistance, maintain focus, and build engagement. The model\u2019s strength lies in blending practical guidance with empathy, ensuring that <a href=\"https:\/\/www.walkme.com\/blog\/transitional-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">transitional changes<\/a> are internalized and creating lasting, human-centered change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ending, losing, and letting go:<\/strong> Recognizing and dealing with the losses associated with change.<\/li>\n\n\n\n<li><strong>The neutral zone:<\/strong> The in-between time when the old is gone but the new isn&#8217;t fully operational.<\/li>\n\n\n\n<li><strong>The new beginning:<\/strong> Developing a new identity and energy.<\/li>\n<\/ul>\n\n\n\n<p>Bridges\u2019 model emphasizes the psychological transition individuals undergo during change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Focuses on the mental and emotional side of change.<\/td><td>Lacks concrete steps for implementing change.<\/td><\/tr><tr><td>Clear phases make it easier to guide employees.<\/td><td>Three phases may oversimplify complex experiences.<\/td><\/tr><tr><td>Encourages empathy from leaders during transitions.<\/td><td>Requires skilled leadership to apply effectively.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">7. Satir Change Model\u00a0<\/h2>\n\n\n\n<p>As we reach the midpoint of our list, the Satir Change Model offers a fresh perspective. Unlike step-focused frameworks, it examines how individuals react to <a href=\"https:\/\/www.walkme.com\/blog\/digital-innovation\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital innovation<\/a> and disruption, moving from status quo through resistance, chaos, integration, and new stability.\u00a0<\/p>\n\n\n\n<p>Its real value comes from showing how disruption affects behavior and relationships, not just processes. The model maps predictable reactions to change, allowing teams to anticipate stress points and design interventions that ease transitions.&nbsp;<\/p>\n\n\n\n<p>Applying Satir helps organizations create environments where feedback is welcomed, learning occurs continuously, and <a href=\"https:\/\/www.walkme.com\/glossary\/workplace-transformation\/\" target=\"_blank\" rel=\"noreferrer noopener\">workplace transformations<\/a> happen naturally and confidently.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Late status quo:<\/strong> The existing state before change.<\/li>\n\n\n\n<li><strong>Resistance: <\/strong>Pushback against the change.<\/li>\n\n\n\n<li><strong>Chaos: <\/strong>Disorder and confusion during the change process.<\/li>\n\n\n\n<li><strong>Integration:<\/strong> Making sense of the change and finding ways to make it work.<\/li>\n\n\n\n<li><strong>New status quo:<\/strong> Establishing a new normal.<\/li>\n<\/ul>\n\n\n\n<p>Satir\u2019s model focuses on the emotional and relational dynamics during change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Shows how change affects emotions and behavior.<\/td><td>Emotional responses are unpredictable.<\/td><\/tr><tr><td>Highlights the impact on relationships within teams.<\/td><td>Takes extra time to manage feelings and dynamics.<\/td><\/tr><tr><td>Helps build resilience during chaotic change.<\/td><td>Needs resources to support people fully.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">8. Kotter&#8217;s 8-Step Model\u00a0<\/h2>\n\n\n\n<p>A widely recognized approach is <a href=\"https:\/\/www.walkme.com\/blog\/kotters-8-step-model\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kotter\u2019s 8-Step Model<\/a>, celebrated for its clear sequence and focus on creating momentum. It forms by creating urgency, forming coalitions, and building a clear vision, then moves through communication, empowerment, short-term wins, consolidation, and anchoring new approaches.\u00a0<\/p>\n\n\n\n<p>Rather than concentrating on feelings, Kotter prioritizes timing and progression, ensuring each stage reinforces the previous one to maintain forward movement and avoid regression. Applying Kotter\u2019s method helps teams translate ambitious plans into concrete actions. It also highlights where <a href=\"https:\/\/www.walkme.com\/blog\/leadership-skill-development\/\" target=\"_blank\" rel=\"noreferrer noopener\">leadership skill development<\/a>, team accountability, and visible results intersect. This then helps create a clear path from concept to reality. Kotter\u2019s approach keeps initiatives on track, reinforces commitment at every stage, and transforms strategic objectives into tangible and sustainable outcomes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Create urgency: <\/strong>Highlight the need for change.<\/li>\n\n\n\n<li><strong>Form a powerful coalition: <\/strong>Assemble a group to lead the change.<\/li>\n\n\n\n<li><strong>Create a vision for change: <\/strong>Develop a clear vision to guide the change.<\/li>\n\n\n\n<li><strong>Communicate the vision:<\/strong> Share the vision with all stakeholders.<\/li>\n\n\n\n<li><strong>Empower action:<\/strong> Remove obstacles and enable others to act.<\/li>\n\n\n\n<li><strong>Create quick wins: <\/strong>Achieve visible improvements early.<\/li>\n\n\n\n<li><strong>Build on the change: <\/strong>Use early successes to drive further change.<\/li>\n\n\n\n<li><strong>Anchor the changes in corporate culture: <\/strong>Make the changes stick.<\/li>\n<\/ul>\n\n\n\n<p>Kotter\u2019s model provides a step-by-step approach to implementing successful change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Provides a clear sequence to follow for change.<\/td><td>Can feel rigid in unpredictable situations.<\/td><\/tr><tr><td>Focuses on visible results to keep momentum.<\/td><td>Needs strong leadership to execute all steps well.<\/td><\/tr><tr><td>Connects leadership, teams, and actions effectively.<\/td><td>Progress depends on completing each step correctly.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">9. Maurer&#8217;s 3 Levels of Resistance and Change Model\u00a0<\/h2>\n\n\n\n<p>Maurer\u2019s 3 Levels of Resistance and Change Model looks at how people respond to change across three layers, including surface, hidden, and deep resistance. Surface resistance is evident in visible pushback, such as missed deadlines or complaints. Hidden resistance lies beneath, often in unspoken doubts or lack of engagement. Deep resistance stems from core beliefs or fear of loss.&nbsp;<\/p>\n\n\n\n<p>Understanding these levels helps organizations address concerns thoughtfully, tailoring communication and support to each layer. For example, a new software rollout might meet surface resistance in user errors, hidden resistance in passive avoidance, and deep resistance in fear of job redundancy. Recognizing and navigating these layers allows teams to reduce <a href=\"https:\/\/www.walkme.com\/glossary\/digital-friction\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital friction<\/a>, build trust, and implement change in a way that respects people\u2019s perspectives while still maintaining <a href=\"https:\/\/www.walkme.com\/blog\/organizational-effectiveness\/\" target=\"_blank\" rel=\"noreferrer noopener\">organizational effectiveness<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Surface resistance:<\/strong> Visible behaviors such as complaints or missed deadlines.<\/li>\n\n\n\n<li><strong>Hidden resistance:<\/strong> Unspoken doubts or passive resistance.<\/li>\n\n\n\n<li><strong>Deep resistance: <\/strong>Core beliefs or fears that oppose the change.<\/li>\n<\/ul>\n\n\n\n<p>Maurer\u2019s model helps identify and address different levels of resistance to change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Identifies hidden and deep sources of resistance.<\/td><td>It may take extra time to uncover hidden resistance.<\/td><\/tr><tr><td>Allows tailored communication for each resistance type.<\/td><td>Deep resistance can be difficult to overcome.<\/td><\/tr><tr><td>Builds trust by addressing concerns thoughtfully.<\/td><td>Not a step-by-step guide for implementing change.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">10. Deming Cycle (PDCA)\u00a0<\/h2>\n\n\n\n<p>A classic framework to examine is the Deming Cycle, also known as the PDCA (Plan, Do, Check, Act) cycle. Unlike models centered on people or resistance, this one emphasizes continuous improvement through iterative cycles of <a href=\"https:\/\/www.walkme.com\/blog\/incremental-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">incremental change<\/a>. Organizations typically begin by planning a change, implementing it on a small scale, reviewing the results, and making adjustments before rolling it out more broadly.\u00a0<\/p>\n\n\n\n<p>What makes PDCA powerful is its focus on creating small, manageable experiments that reveal practical improvements, encouraging teams to adapt quickly and embed smarter ways of working into everyday operations.&nbsp;<\/p>\n\n\n\n<p>For instance, a tech company testing a new feature can apply the PDCA method to minimize errors, optimize performance, and ensure that changes scale effectively. This method instills a mindset of ongoing refinement, embedding improvement into daily operations rather than treating change as a one-off event.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Plan:<\/strong> Identify an opportunity and plan for change.<\/li>\n\n\n\n<li><strong>Do: <\/strong>Implement the change on a small scale.<\/li>\n\n\n\n<li><strong>Check:<\/strong> Use data to analyze results.<\/li>\n\n\n\n<li><strong>Act:<\/strong> If the change is successful, implement it on a larger scale.<\/li>\n<\/ul>\n\n\n\n<p>The PDCA cycle emphasizes continuous improvement through iterative testing and evaluation.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Encourages small experiments to learn quickly.<\/td><td>Progress can be slow if repeated cycles take time.<\/td><\/tr><tr><td>Helps continuously improve processes.<\/td><td>Focuses on processes more than people.<\/td><\/tr><tr><td>Reduces risk by testing before full implementation.<\/td><td>Requires accurate data to make informed adjustments.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">11. The Burke-Litwin Change Model\u00a0<\/h2>\n\n\n\n<p>The Burke-Litwin Change Model examines how change flows through an organization by connecting external factors, leadership, strategy, culture, systems, and individual performance. It highlights that transformations are not isolated events, but rather shifts in one area ripple across others.&nbsp;<\/p>\n\n\n\n<p>Companies using this model analyze these links to identify leverage points, align behaviors with objectives, and anticipate unintended consequences. For example, adjusting a company\u2019s strategic direction may require simultaneous updates to policies, communication channels, and <a href=\"https:\/\/www.walkme.com\/blog\/team-training\/\" target=\"_blank\" rel=\"noreferrer noopener\">team training<\/a>.\u00a0<\/p>\n\n\n\n<p>This systems-oriented perspective ensures changes are coordinated, reducing disruption while reinforcing organizational coherence, and helping leaders understand both the technical and human dimensions that drive successful transformation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>External environment: <\/strong>Factors outside the organization that influence change.<\/li>\n\n\n\n<li><strong>Mission and strategy: <\/strong>The organization\u2019s purpose and plan.<\/li>\n\n\n\n<li><strong>Leadership: <\/strong>The direction and guidance provided by leaders.<\/li>\n\n\n\n<li><strong>Culture: <\/strong>The shared values and beliefs within the organization.<\/li>\n\n\n\n<li><strong>Structure: <\/strong>The organization\u2019s hierarchy and roles.<\/li>\n\n\n\n<li><strong>Systems:<\/strong> The processes and procedures in place.<\/li>\n\n\n\n<li><strong>Work unit climate:<\/strong> The environment within individual teams.<\/li>\n\n\n\n<li><strong>Task and individual skills:<\/strong> The work performed and the skills of individuals.<\/li>\n\n\n\n<li><strong>Individual needs and values: <\/strong>The personal needs and values of employees.<\/li>\n\n\n\n<li><strong>Motivation: <\/strong>The drive to perform.<\/li>\n\n\n\n<li><strong>Individual and organizational performance: <\/strong>The outcomes of the change.<\/li>\n<\/ul>\n\n\n\n<p>Burke-Litwin\u2019s model examines the complex relationships between different organizational elements during change.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Shows how different parts of an organization are linked.<\/td><td>It can be complex to map all organizational elements.<\/td><\/tr><tr><td>Helps identify where change will have the most impact.<\/td><td>Needs strong leadership to coordinate multiple areas.<\/td><\/tr><tr><td>Balances technical and human factors in transformation.<\/td><td>Analysis can be time-consuming before action.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">12. The Agile Change Management Model\u00a0<\/h2>\n\n\n\n<p>Closing our list is the <a href=\"https:\/\/www.walkme.com\/blog\/agile-change-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">Agile Change Management Model<\/a>, a framework built for speed, <a href=\"https:\/\/www.walkme.com\/glossary\/adaptability\/\" target=\"_blank\" rel=\"noreferrer noopener\">adaptability<\/a>, and real-world unpredictability. Instead of following rigid stages, it encourages rapid experiments, immediate feedback, and continuous recalibration. Teams remain connected, making micro-adjustments that prevent bottlenecks and keep projects aligned with shifting priorities.\u00a0<\/p>\n\n\n\n<p>Its brilliance lies in embracing uncertainty with setbacks becoming learning opportunities, ideas evolving organically, and progress compounding over time. Organizations using this model see change as a living, evolving process, where collaboration, transparency, and iterative action drive outcomes with far greater resilience than traditional, linear methods.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key components<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Iterative process:<\/strong> Implementing change in small, manageable steps.<\/li>\n\n\n\n<li><strong>Collaboration:<\/strong> Encouraging teamwork and communication.<\/li>\n\n\n\n<li><strong>Flexibility:<\/strong> Adapting to changes and feedback.<\/li>\n\n\n\n<li><strong>Customer focus: <\/strong>Prioritizing the needs and feedback of stakeholders.<\/li>\n\n\n\n<li><strong>Continuous improvement:<\/strong> Regularly assessing and refining processes.<\/li>\n<\/ul>\n\n\n\n<p>The Agile model emphasizes adaptability and responsiveness in the change process.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Advantages<\/strong><\/td><td><strong>Disadvantages<\/strong><\/td><\/tr><tr><td>Allows fast adjustments as situations change.<\/td><td>Can feel chaotic without clear priorities.<\/td><\/tr><tr><td>Encourages teamwork and collaboration constantly.<\/td><td>Requires disciplined teams to maintain focus.<\/td><\/tr><tr><td>Treats mistakes as learning opportunities.<\/td><td>It may not work for very rigid organizational structures.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How to choose the best change management model for your enterprise needs&nbsp;<\/h2>\n\n\n\n<p>Selecting the right change management model begins with understanding your organization\u2019s unique rhythm, culture, and challenges. Assess the <a href=\"https:\/\/www.walkme.com\/blog\/types-of-organizational-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">type of organizational change<\/a>, whether it be <a href=\"https:\/\/www.walkme.com\/blog\/structural-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">structural<\/a>, <a href=\"https:\/\/www.walkme.com\/blog\/technological-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">technological<\/a>, or <a href=\"https:\/\/www.walkme.com\/blog\/personnel-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">personnel-driven<\/a>, and the pace required. Then, evaluate team adaptability, leadership alignment, and the emotional landscape of employees.<\/p>\n\n\n\n<p>Align these insights with models that strike a balance between practical steps and human responses, considering flexibility, emotional support, and systemic cohesion. Pilot the approach on smaller initiatives to uncover friction points and refine the methodology before a full rollout. Continuous reflection and feedback loops ensure the model stays relevant as the organization evolves.<\/p>\n\n\n\n<p>Thoughtful selection transforms change into a competitive advantage, helping teams embrace new behaviors and maintain momentum. The right model embeds <a href=\"https:\/\/www.walkme.com\/glossary\/digital-transformation\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital transformation<\/a> into the organization\u2019s DNA, creating lasting impact and ensuring initiatives genuinely stick.<\/p>\n","protected":false},"excerpt":{"rendered":"Navigating change within an organization is complex, and selecting the right change management model is monumentally important.\u00a0 With numerous models<span class=\"moretag\">&#8230;<\/span>","protected":false},"author":246,"featured_media":20789,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":true,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[8489],"tags":[],"class_list":["post-20787","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sap"],"acf":{"__coauthors":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Top 12 Change Management Models in 2025<\/title>\n<meta name=\"description\" content=\"Explore 12 change management models to transform your business. 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