liminfoChange Management Reference
Free reference guide: Change Management Reference
About Change Management Reference
The Change Management Reference is a structured, searchable guide to the most widely used organizational change frameworks and tools. It covers Kotter's 8-Step Change Model in detail (from creating urgency through anchoring changes in culture), Prosci's ADKAR model with all five sequential stages, Lewin's 3-Stage Model, and supporting frameworks like Bridges Transition Model, McKinsey 7S, and the Satir Change Model.
Beyond theoretical models, this reference includes practical tools for day-to-day change management work: stakeholder analysis with Power-Interest grid mapping, resistance management strategies for four distinct resistance types (cognitive, emotional, behavioral, values-based), communication plan matrices with the 4P message framework, change readiness assessments, and change impact assessments with gap-level response guidelines.
The reference also addresses measurement and maturity, covering change management KPIs across adoption, speed, proficiency, and engagement dimensions, the Prosci CM Maturity Model from Level 1 (Ad Hoc) to Level 5 (Competency), and guidelines for applying change management in agile environments with sprint-level CM activities. All content runs entirely in your browser with category filtering and instant search.
Key Features
- Complete Kotter 8-Step Model breakdown: each step from creating urgency (75%+ manager buy-in target) through forming coalition (5-30 members with position power, expertise, credibility, leadership) to anchoring changes in culture
- Prosci ADKAR model with diagnostic tools: individual barrier point identification using 1-5 scale assessments, team-level ADKAR heatmaps, and targeted intervention strategies for each stage
- Lewin 3-Stage Model with Force Field Analysis: visual framework for mapping driving forces versus restraining forces, with the strategic insight that weakening restraining forces is more effective than strengthening driving forces
- Stakeholder analysis using Power-Interest grid with four quadrant strategies: Manage Closely, Keep Satisfied, Keep Informed, and Monitor
- Resistance management covering four types: cognitive (information gaps), emotional (fear), behavioral (refusal), and values-based (principled disagreement), each with specific intervention approaches
- Communication plan matrix template with the 4P message framework (Purpose, Picture, Plan, Part) and the 7x7 repetition rule across multiple channels
- Change readiness and impact assessment tools with scoring criteria across organizational culture, leadership, capability, and resources, plus gap-level response guidelines (High/Medium/Low)
- Agile change management integration: sprint-level CM activities mapped to planning, execution, review, and retrospective ceremonies, plus comparison with traditional sequential approaches
Frequently Asked Questions
What change management models are covered in this reference?
The reference covers Kotter's 8-Step Change Model (all steps in detail), Prosci's ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement), Lewin's 3-Stage Model (Unfreezing, Changing, Refreezing), Bridges Transition Model (Ending, Neutral Zone, New Beginning), McKinsey 7S Framework (Strategy, Structure, Systems, Shared Values, Style, Staff, Skills), and the Satir Change Model with its performance curve across five stages.
How is the ADKAR model explained?
Each ADKAR stage has its own entry with building activities, measurement questions on a 1-5 scale, barrier factors, and responsible parties. There is also a dedicated ADKAR diagnostic tool entry showing how to create individual profiles, identify barrier points, and build team-level heatmaps to determine where targeted interventions are needed.
What practical tools does this reference include?
Beyond the models, the reference includes stakeholder analysis with the Power-Interest grid, four-type resistance management strategies, communication plan matrices with the 4P framework, change readiness assessments scoring culture/leadership/capability/resources, and change impact assessments that map current-to-future gaps with prioritized response levels.
Does it cover change management metrics?
Yes. The KPI section covers four measurement dimensions: adoption metrics (system usage rate, process compliance, training completion), speed metrics (time to adoption, productivity recovery), proficiency metrics (error rates, support request trends), and engagement metrics (satisfaction surveys, turnover rates, resistance incidents). It also includes the ROI formula for change initiatives.
How is the Kotter model broken down?
Kotter's model is broken into detailed entries: Step 1 covers urgency creation with tools like competitor benchmarking and VOC dashboards; Step 2 covers coalition building with recommended sizes (5-30) and role definitions (Sponsor, Champion, Agent); Step 3 covers the six characteristics of a good vision; Step 4 covers the 7x7 communication rule; and Steps 5-8 cover obstacle removal, quick wins within 6-18 months, momentum building, and cultural anchoring.
What is the Force Field Analysis and how is it explained?
The Force Field Analysis is Lewin's tool for mapping driving forces (competitor threats, customer demands, technology, regulations, cost reduction) against restraining forces (change fatigue, sunk costs, habits, skill gaps, fear). The reference emphasizes the key insight that weakening restraining forces through training and engagement is more effective than solely strengthening driving forces, which can increase pushback.
Is agile change management covered?
Yes. The reference compares traditional and agile approaches across four dimensions (plan scope, phase structure, execution strategy, communication style) and maps CM activities to sprint ceremonies: impact assessment during sprint planning, coaching/training during execution, feedback collection during sprint review, and CM strategy adjustment during retrospectives.
What is the CM Maturity Model in this reference?
The Prosci Change Management Maturity Model has five levels: Level 1 Ad Hoc (no CM, success by luck), Level 2 Isolated (applied to some projects, depends on individuals), Level 3 Standardized (common methodology and training programs), Level 4 Organizational (integrated into all projects with dedicated CM roles), and Level 5 Competency (embedded in organizational DNA with change agility and continuous improvement culture).