For each scenario, click the change management model it best represents
The change team first builds awareness of why change is needed, then works to create personal desire among employees to support it.
Leadership begins by creating urgency through crisis data, then builds a guiding coalition before developing and communicating a clear vision.
Before rolling out a new workflow, management deliberately destabilises existing habits, runs the change, then stabilises the new state.
The team generates short-term wins early in the transformation to build momentum and silence sceptics.
After training employees on new skills, the organisation embeds new practices through reinforcement mechanisms — coaching, rewards, accountability.
Following a merger, HR loosens attachment to old culture, runs integration, then deliberately works to embed the new unified identity.