LDR 615 Compare and contrast two different change models

LDR 615 Compare and contrast two different change models

LDR 615 Compare and contrast two different change models

The change models I would discuss are Kübler-Ross Five Stage Change Management Model and John Kotter’s Change Management Model. The stages of Kübler-Ross Five Stage Change Management Model are the following:

Denial – In this stage, it is hard for individuals to fathom what they are experiencing. They are incapable of accepting the change event in their lives.

Anger – In this second stage, one realizes that the change event occurred; they become angry. model assumes that when the news first gets absorbed, anger follows.

Bargaining – Individuals utilize the bargaining stage to weigh the pros and cons of their situation. It is common for some individuals to feel like they have some control in this stage.

Depression – When individuals recognize the previous stage is not working in their favor; they experience depression. 

Acceptance – When individuals see that they are not in control of the change in their lives; they become susceptible to acceptance.

John Kotter’s Change Management Model has eight stages. The stages focus on how employees react to change. The stages of Kotter’s Change Management Model are the following:

Increase urgency – Creating urgency among employees may motivate and keep them engage them during the process of change.

Build the team – Determine the appropriate skill sets and qualities for the team responsible for change(s) within the corporation.

Get the vision correct – Take into consideration strategies/ protocols, project’s goals as well as the employees’ emotional needs and innovative ideas. 

Communicate – Be clear with goals/ agendas and communicate updates communicate with individuals about changes/ progress etc.

Get things moving – Get support, eliminate obstacles, and gather feedback in a productive manner.

Focus on short term goals – Set realistic goals, recognize accomplishments even if they are small. Recognizing small accomplishment can show your followers that you appreciate them throughout the process and can motivate them to perform more diligently.

Incorporate change – Leaders should welcome change in their workplace, make it a “new norm” (part of their culture). Assist those in need and recognize them for complying to the change(s).

Don’t give up – Encourage one another to be tenacious and be resilient through arduous times.


The advantage of utilizing the John Kotter’s Change Management Model is its simplicity. This model is also beneficial to identify and comprehend how other individuals deal with change. One can get a better perception of their reactions and why colleagues behave the way they do.

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The advantages of Kübler-Ross model are the focus on employees’ emotions and needs (Connelly, 2020). Beyhl (2020) is adamant that companies who strive to comprehend their employees encounter less obstacles during the change process. Effective communication is crucial to keep employees abreast of any changes.

It was difficult for me to choose between the two models because I find both to be helpful tools. For this discussion question, I would choose Kübler-Ross Five Stage Change Management Model. My first encounter with this model was in my undergraduate studies. I knew that individuals dealt with grief differently, but I was not aware of the different stages of grief. Gaining more knowledge from this model made more sympathetic and more patient with those channeling the grieving process. Also, many employees face grief daily but do not know how to express themselves professionally at work. As conscious leaders, we should see red flags or warning signs and direct our followers to the proper resources to get the proper assistance. I also possess servant leadership traits, I believe that in order to be successful as a leader; sometimes we have to put our followers’ needs before the benefits of the company. Afterall, they are the ones executing task/ mission and we need to know that they are emotinal stable to perform at their best potentials.

LDR 615 Compare and contrast two different change models
LDR 615 Compare and contrast two different change models


Belyh, A. (2020, July 28). Understanding the Kubler-Ross Change Curve. Retrieved January 30,

2021, from https://www.cleverism.com/understanding-kubler-ross-change-curve/

Connelly, M. (2020) Kubler-Ross Five Stage Model. Retrieved from: https://www.change-


5 Change Management Models to Take a Look At. (n.d.). Retrieved January 30, 2021, from


Many people would not change if they did not have to so leaders must be a model and cheerleader of the change initiative and approach (Folkman, 2019). Left to their own devices’ individuals will continue down the road most comfortable, finding comfort in a routine. I am sure that we have all been in situations where we have asked why something is done a certain way, to get a response because we have always done it that way. Change efforts require a lot of direction and motivation. Staff must become excited about the change and that will come from the leadership driving the change.  These leaders who can inspire, motivate, and encourage are the essential force in organizational change (Folkman,2019). 


Folkman, J. (2019). The five critical skills leaders need to be a champion of change. Retrieved from The Five Critical Skills Leaders Need To Be A Champion Of Change (forbes.com) 

Implementation is complex and challenging, needing creative processes to motivate people, to turn plans into actions (Suphattanakul, 2017). Leadership is an essential component needed to encourage and motivate workers’ behaviors. Organizations must focus on leaders committed to the organization’s vision and who can create, monitor, encourage, and reward throughout the change initiative. Leaders help the follower align their values with the organization’s values, promoting shared values within the organization (Singh, 2013). A transparent leader creates a safe culture for people to speak from their heads and hearts, saying what they mean. This open communication can lead to faster error correction and better decision-making. Without a leader who can build a transparent organization, where people can live with their values, employees often follow their own goals, which may be different or even conflict with those of their colleagues. Leaders have a tremendous influence on the workplace, and their styles must be strategically aligned to accommodate the organizational culture for successful change completion. 


Singh, A. (2013). A Study of Role of McKinsey’s 7S Framework in Achieving Organizational Excellence. Organization Development Journal31(3), 39–50.

Suphattanakul, O. (2017). Role of transformational leadership in effective strategic implementation with the moderating effect of organizational culture. Journal of Business and Social Review in Emerging Economies3(2), 253–262. https://doi.org/10.26710/jbsee.v3i2.80 

Thank you for your post! It is essential for leaders to be role models and cheerleaders representing and presenting the change going forward within the organization. “Workers experiencing recent or current change were more than twice as likely to report chronic work stress compared with employees who reported no recent, current or anticipated change (55% vs. 22%), and more than four times as likely to report experiencing physical health symptoms at work (34% vs. 8%)” (CBIA, 2017) and having a leader that cheers on the team and is positive about changes will reduce stress of the change. In general individuals do not like change, when they are comfortable, they would rather stay completing tasks as they always have, and change comes as a challenging stressful difficult time for many, leading staff to perform tasks out of their comfort zone.  Leaders can be role models and cheerleaders through communication, collaboration, and commitment to help the implementation of the change (Center for Creative Leadership, n.d.).  According to Connell (2019) “the effective change leader demonstrates strong facilitation, influence, and collaboration skills necessary to build support, remove barriers and reduce resistance to change. The change leader must be able to enhance/ build the Systems & Structures necessary to drive the required change, reward desired behaviors and prevent organizational backsliding. The effective change leader identifies the key stakeholders and implements influence strategies to gain their support in helping to “model the behaviors that create the experiences needed to change beliefs resulting in actions that deliver expected results”. Staff will transition into the new change role more effectively if the leader is open, honest, encouraging, and positive about the change that is occurring or that has occurred. Leaders have a huge impact and are inspiring and motivating to staff within the organization and can cheer their staff on along the way!


Center for Creative Leadership. (n.d.). How to be a successful change leader. https://www.ccl.org/articles/leading-effectively-articles/successful-change-leader/

Connecticut Business & Industry Association (CBIA). (2017). The impact of organizational change on employees. https://www.cbia.com/news/hr-safety/the-impact-of-organizational-change-on-employees/

Connell, S. (2019). Change leadership. Quality in Mind. https://asq.org/blog/2019/06/change-leadership/

There are various change models in leadership to utilize and examine. While they all have some difference and similarities, they do also have the same goals. The two listed are just some examples and their synopsis,

1. Lewin’s change management model

This model is named after its originator, Kurt Lewin, who developed it in the 1950s. It’s divides the change process into three steps:

Unfreeze This is the preparation stage. Analyze how things work now, so you accurately understand what needs to change to get the intended results. In this stage, you also make your case to employees and communicate what to expect so everyone impacted is prepared.

Change This is the implementation phase. Put the change into practice, and keep communicating and providing support for all employees involved.

Refreeze To avoid falling back into the old way of doing things, develop a strategy to check in and make sure the change sticks. Review how the new processes work and measure how well you’ve reached your goals.

2. The McKinsey 7-S model

Developed by McKinsey & Company consultants this model involves breaking a change program into seven components to focus on:

  1. Change strategy
  2. Structure of your company
  3. Business systems and processes
  4. Shared company values and culture
  5. Style or manner of the work
  6. Staff involved
  7. Skills your staff have

Breaking organizational change down into these core components helps to avoid overlooking any important factors. (Hicks, 2020).

As far of utilization of leadership styles, I personally am partial servant leadership, mostly due to experience with other styles such as authoritative and lassie affair. I feel with the proper utilization of both change and tyles, the servant leadership perspective would reach the end goal of proper transition in a evolving environment.



Hicks, K. (2020, July 15). Organizational change management: 8 proven models to help navigate change. Zendesk. Retrieved October 24, 2021, from https://www.zendesk.com/blog/change-management-models/

The two change models I will be comparing, and contrasting are the ADKAR model of change and William Bridges-Transition Model. Both change models have similarities and differences between them making them effective in their own way. The ADKAR model of change developed by Jeff Hiatt consist of five steps that include: A-Awareness of the need for change; D-Desire to participate and support the change; K- Knowledge of how to change and what the change looks like; A- Ability to implement the change on a day-to-day basis; and R- Reinforcement to sustain the change (Ramakrishnan, 2014). This model emphasis to have successful change within the organization it relates back to each individual person transitioning successfully (Connelly, 2020).

The William Bridges-Transition Model created by William Bridges, focuses on the transition of the change that effects the individual. These three stages include: Ending, losing, and letting go; The neutral zone; and The New Beginning. Throughout these three stages for example, the individual goes from realizing their job title/role will be eliminating and/or transitioning into another title which can cause a variety of emotions that is involved with acceptance to the transition leading to anxiety, low morale, and low productivity. The new beginning stage involves the purpose, picture, plan, and part along with beginning the transition to the new changes that have been made (Ramakrishnan, 2014).

The ADKAR model of change and William Bridges-Transitional model both reflect individual and organizational changes. Change is not always easy for many individuals; however, understanding why and being informed of the change will help to initiate change/make transitions to change in the end. The differences between these stages focuses on the organization needing the change and why, versus the individual reflecting on what the change means to them and adjusting. The William Bridges Transition model “explains transition experience by employees so it helps to understand how people feel and how they react to changes taking places at organization” (Abbas, 2020).

I would use the William Bridges-Transition Model for leadership change. I feel this model would be best since it focuses on the individuals and their emotions regarding the change and allows them to relate with each other throughout the transition model. This model will focus on emotional changes as the transition occurs from anger, anxiety, resistance, to confused, uncertain, and impatient, to the final adjustment to the transition with high energy and acceptance of the transition (Ramakrishnan, 2014). I would also use the Servant Leadership style that helps inspire leading the way and putting other individuals as my highest priority. “The servant leader dedicates himself or herself to the growth and wellbeing of people in the community. Instead of focusing on accumulating power, this leader shares power and helps others perform as highly as possible” (Doyle, 2019).


Abbas, T. (2020). Bridges transition model. Change Management Insight. http://changemanagementinsight.com/bridges-transition-model/

Connelly, M. (2020). ADKAR simple, powerful, action-oriented model for change. https://www.change-management-coach.com/adkar.html

Doyle, L. (2019). Leadership styles: The 5 most common & how to find your own. Northeastern University. ​​​https://www.northeastern.edu/graduate/blog/leadership-styles/

Ramakrishnan. (2014). Change management models. Scrum Alliance. https://srinathramakrishnan.files.wordpress.com/2014/02/change-management-models.pdf