What are the best change management models for non-profits?

1 ADKAR Model

One of the most popular and practical change management models for non-profits is the ADKAR model, developed by Prosci. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. These are the five stages that individuals go through when they experience change. By understanding and addressing each stage, non-profit leaders can help their staff, volunteers, and stakeholders embrace change and achieve the desired outcomes. The ADKAR model is especially useful for non-profits that need to implement changes that affect people's behavior, such as new policies, procedures, or systems.

2 Kotter's 8-Step Model

Another well-known and widely used change management model for non-profits is Kotter's 8-Step Model, created by Harvard professor John Kotter. This model focuses on the strategic and organizational aspects of change, rather than the individual ones. It outlines eight steps that non-profit leaders need to follow to create and sustain a sense of urgency, vision, and commitment for change. These steps are: create a sense of urgency, form a powerful coalition, create a vision for change, communicate the vision, empower action, generate quick wins, consolidate gains, and anchor the change. The Kotter's 8-Step Model is especially useful for non-profits that need to transform their culture, mission, or strategy.

3 Lewin's Change Model

A classic and simple change management model for non-profits is Lewin's Change Model, developed by psychologist Kurt Lewin. This model describes change as a process of three stages: unfreeze, change, and refreeze. The unfreeze stage involves preparing the organization for change by challenging the status quo, creating awareness, and reducing resistance. The change stage involves implementing the change by providing support, guidance, and feedback. The refreeze stage involves stabilizing the change by reinforcing the new norms, values, and behaviors. The Lewin's Change Model is especially useful for non-profits that need to make changes that are relatively straightforward, such as updating a program, service, or product.

4 Bridges' Transition Model

A more human-centered and emotional change management model for non-profits is Bridges' Transition Model, developed by consultant William Bridges. This model recognizes that change is not only a physical event, but also a psychological one. It distinguishes between change and transition, where change is the external situation and transition is the internal process. It identifies three phases of transition that people go through when they face change: ending, losing, and letting go; the neutral zone; and the new beginning. By understanding and supporting each phase, non-profit leaders can help their people cope with the emotional impact of change and move forward with confidence. The Bridges' Transition Model is especially useful for non-profits that need to deal with changes that involve loss, grief, or identity, such as restructuring, merger, or closure.

5 McKinsey 7-S Model

A more holistic and comprehensive change management model for non-profits is the McKinsey 7-S Model, developed by consultants from McKinsey & Company. This model analyzes the seven interrelated elements that make up an organization: strategy, structure, systems, shared values, skills, style, and staff. By assessing and aligning these elements, non-profit leaders can ensure that their organization is ready and capable of change. The McKinsey 7-S Model is especially useful for non-profits that need to evaluate their current state, identify gaps, and plan for future changes.

6 Here’s what else to consider

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