Compare Lewin’s Change Model with Kotter’s Eight Steps for leading Organizational Change and then answer the following questions: Which model is more practical for driving organizational change and why? How can either model help people/organizations continuously adapt and thrive in a dynamic competitive environment?

According to the change model advanced by Kurt Lewin, (Cameron, & Green, 2015) a need for change is first created and making employees see the sense as to why the change is indeed relevant and necessary in the unfreeze stage. It involves breaking down the existing status quo hence establishing new modes operandi. Conversely, the management would need to start unpacking the change process and integrating it into the new system once the people have adopted the change concept under the change stage. Finally, in the refreeze stage, Lewin advances that it’s the stage where employees would embrace new working ways which makes them comfortable thus the organization must institutionalize the changes and operations.

Kotter`s change model(Cameron, & Green, 2015) advances that first an organization must create the urgency for change like establishing market and other competitive realities. Secondly he advocates for the formation of a powerful coalition of people with ability to lead the change effort. Third is creating a vision which will direct the change efforts and strategies of achieving such vision. Fourth, he advocates for communicating the change vision and using every available communication tool to pass information on the vision and strategies. Fifth is empowering other members to act on the vision of change and removing obstacles to the vision. Sixth is planning for short-term wins and achievement of the greater vision. Seventh point advocated for by Kotter is building on the change to have concrete wins in the long run. Finally, he advances the need to build on the change and not to declare victory at early stages.

Lewin`s change model is more practical in advancing organizational change better since it is simple and more involving to both managers and employees. It is easy to adopt and practice since it involves change in the organizational culture and practice where everybody is affected and everybody learns from the process and works collectively to achieve desired results.

Lewin`s model can help people and organizations to continuously adopt to change since once the problem has been identified, the first process is to dismantle the whole problem hence initiate change mechanisms which will last and finally instituting means to support the change. It is adoptable in competitive environment since it can single out a particular problem and fix it.

References

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.