There are many ways to implement a change in an organization. What is most effective for your particular change project depends on many different factors.

Do you want to read about different strategies / models for implementing a change to get inspiration on how to succeed in your change work? Welcome to explore...!

There are lots of recognized good models for understanding and leading change. However, this only raises new questions ...
Why are there so many different strategies / models for creating change?
Do all strategies / models work for all types of change projects or just some?
How should I know which strategy / model to use when and which to avoid?
Here I have tried to gather some useful change strategies / models to implement a change, but at the same time tried to put them in a larger context.

In order to succeed with your change project, many of the models need to be supplemented with a preparatory work and an after-work project in order to be truly successful. I describe a more complete plan for a change project under the section "Change plans". If you have not already read it, feel free to read it first ...  - Read more here

Overall parts of a generic change plan

To create conditions for the change project.
A preparatory step that contains the important sub-steps to, among other things, develop and make visible the urgent motives for change, secure the management's commitment and a considerable group of change leaders and the direction for where we strive.
Activities that should always be carried out in this phase:
  • Strategic analysis / SWOT analysis to identify the urgent motives for change
  • Mobilization of the leadership
  • Objectives workshop to specify the goals of the change project (including metrics)
  • Identify and develop change leaders (managers and others)
  • Recommended activities in addition to these:
  • Analysis of the organization's capacity for change and measures to strengthen it
  • Risk analysis
  • Target group analysis
  • Communication analysis
Broad involvement in planning the change work.
Includes processes for involvement to ensure good analyzes, decision materials and improvement / implementation proposals to succeed with the change project and create a commitment to implementation.
Typical strategies / models to use in this phase:
  • The large group conferences Future Search or Open Space
  • Workshop work based on the Four Rooms of Change, Ellström's model for development-oriented learning or Relationship Coordination
  • Other workshop methods where managers / employees are involved in analyzing a change and developing proposals for change projects
To work with broad communication and change.
Includes models / processes for planning, communication, competence development and the work of changing attitudes, structures and working methods as well as learning.
Typical strategies / models to use in this phase:
  • Implementation with the support of ADKAR
  • Implementation based on six change strategies from "How to have influence"
  • Implementation of the results of workshop work based on the Four Rooms of Change, Ellström's model for development-oriented learning or Relationship Coordination
  • m.fl ....
To anchor the new and continue working with continuous improvements.
To ensure that the organization works according to the best known working methods and conducts continuous work with continuous improvements of the business.
Typical strategies / models to use in this phase:
  • Continuous development of working methods through the Lean / Toyota Production System or other Development-in-everyday-working methods
More comprehensive change management processes - which contain all or more of the overall parts - can be found under the heading "Change plans"  Read more

Strategies / Models for the Involvement and Implementation part of a change project


"Invite / Co-create" - Strategies / models for involvement and co-creation of the desired situation and / or implementation

If you want to achieve sustainable change in an organization, there is nothing that creates such great ownership as involving the organization in building the desired location and how to get there as an organization.

I have worked for many years to support or run change projects with a high degree of involvement and have seen the power that comes from this. My colleagues and I have always worked to suit the needs and in co-creation with the customer's steering or management team, and used different methods and processes for involvement and implementation.

Below I list some of the methods we return to or that we have seen have a great effect on people's attitude to and commitment to the change project.

NOTE! To succeed with their change project, these models need to be supplemented with the phases "Build the change project platform" and "Learning and anchoring the new" as described on the page "Change plan"  - Read more here

Large group conference
Future search

Marvin Weissbord and Sandra Janoff's large group conference to let several interest groups work together for 2.5 days to find "common ground" - What we can all stand behind when it comes to the change we work with.

Large group conference
Real Time Strategic Change

Large group conference method for processing and refining with great involvement a proposal for a vision or strategy from the management group to a finished final proposal

Work with Claes Janssen's
Four rooms of change

Claes Janssen describes in his model The Four Rooms of Change the different phases individuals go through in change. By letting all relevant managers and employees work with the model as a basis, it is identified what each group needs to move towards the new

"Sell in" - Strategies / models for pure implementation - of already decided desired location and implementation

Many change projects lack the opportunity (or ambition) to work with broad involvement. Then the change project becomes more of "sales and implementation", and within that genre there are lots of methods and models for communicating, motivating, developing and implementing. Listed below are some of the ones I and my experienced change management colleagues have used in our projects.

NOTE! To succeed in their change project, these models need to be supplemented with the phases "Build the change project platform" and "Learning and anchoring the new" as described on the page "Change plan!". Although it is not possible to involve employees in the choice of solution, these models should be supplemented with the phase "Broad involvement", even if the involvement only extends to affect the rollout itself. - Read more here

Six parallel implementation strategies

Describes different types of strategies used in different studied change projects, and which ones are needed to succeed!

Implementation using the ADKAR model

Prosci's model ADKAR describes the journey an individual needs to go through for a change to take place. It is excellent for the implementation step.