What is change management?

Change management is essential for navigating organizational shifts, but even the best initiatives can struggle without the right approach. Read on to explore the core principles of change management, best practices and the pitfalls to avoid.

Understanding change management

Change management is a structured approach organizations use to guide internal or external transitions. These may include updating systems, adjusting priorities or improving operations.

Rather than reacting to change as it happens, this approach focuses on preparation. This involves setting a clear path forward and tracking progress to support a successful outcome. Creighton University’s online Master of Business Administration program explores these concepts to help professionals become strategic, adaptable leaders.

Why do change management efforts matter?

Organizations must adapt to survive, and research shows that change management professionals need to choose strategies that build support and reduce resistance. A strong change management process helps guide smooth transitions, lowering risks and keeping customers satisfied.

When done right, effective change management can help organizations of any size:

• Minimize disruption
• Stay productive
• Manage resistance
• Align teams across the board

The risks of poor change management

McKinsey & Company reveals that 70% of change initiatives fail, and Prosci points to six main reasons why this happens:

• Communication flaws that lead to confusion and resistance
• Resistance to change when employees don’t understand or trust it
• Lack of reinforcement, causing teams to slip back into old habits
• Inadequate sponsorship that can stall progress and reduce buy-in
• Misalignment between teams and leadership, which slows momentum
• Culture clash and frustration when change doesn’t fit company values

Poor change management also leads to immediate impacts, such as:

• Project delays and missed milestones
• Budget overruns from resistance, rework or redundancy
• Resource shortages as support fades
• Obstacles that derail projects

These factors can produce long-term drops in productivity, work quality and missed chances to improve efficiency. Employees struggle to adjust, and customer and supplier relationships can suffer as a result. Over time, the organization may lose its competitive edge and face greater risks with compliance.

6 popular change management models

Many change management models exist, each with a unique approach to guiding organizational change. Here are six popular change management models:

1. McKinsey 7-S model

The McKinsey 7-S framework examines how key elements—including strategy, structure, systems and more—are interrelated within an organization. It's particularly useful when a change impacts multiple areas of the business, helping ensure alignment across departments.

2. Nudge theory

Rather than mandating change, nudge theory encourages individuals to make better decisions on their own. This approach is effective when leaders want employees to adopt new behaviors or policies with minimal resistance.

3. Satir change model

The Satir change model focuses on the emotional responses of employees during transitions. It helps change management professionals focus on the human aspect of a transformation while navigating feelings of confusion, fear and resistance.

4. Lewin’s change management model

Lewin’s three-step model (i.e., unfreeze, change, refreeze) simplifies the change process. It’s especially useful for structured or incremental transformations where teams need a clear and easy-to-follow approach.

5. ADKAR model

The ADKAR model emphasizes the importance of individual change in achieving broader organizational transformation. It's particularly valuable when success depends on gaining employee buy-in and supporting them throughout the process.

6. Kotter’s 8-step change model

Kotter’s 8-step model provides a step-by-step guide for implementing and leading change. It’s best for large-scale initiatives that require a clear vision, a dedicated team and strong leadership to drive momentum.

Common strategies across organizational change management models

With several change management models to consider, studies emphasize key strategies that are common across these methods:

• Communicate clearly: Keep everyone informed about the proposed change and its purpose.
• Involve stakeholders: Engage team members at all levels in the process.
• Prioritize company culture: Align the change with the organization's values and culture.
• Stay mission-focused: Ensure changes support the team’s mission and long-term vision.
• Encourage and reward: Motivate teams with support, recognition and incentives.

How to choose an approach for leading change management

Research shows that no single change management model is more effective than others. The best strategies are those tailored to the specific situation—not chosen because they’re part of a popular framework. Prosci recommends considering the following when selecting an approach:

• The type of change
• The scale of the project
• The unique characteristics of the organization

These factors help leaders choose a model that supports individual change, organizational change or a mix of both for a smoother transition.

What are organizational change management best practices?

A strong change management plan gives employees a sense of ownership and the momentum to stay on track and adjust as needed. According to McKinsey & Company, here are the best practices to make that happen:

• Establish clear governance: A defined governance structure—such as a steering committee—ensures accountability and decision-making. This increases the likelihood of effective change.
• Choose the right scaling approach: Selecting the right scaling method (e.g., linear, geometric or big bang) and testing ideas before full rollout reduces risks and ensures smarter scaling.
• Monitor progress and adjust: Tracking key metrics helps leaders stay aligned with goals and make adjustments as needed, boosting the program's chances for success.
• Mobilize influencers: Engaging stakeholders, regardless of title, accelerates idea adoption and strengthens support for each new change initiative.
• Make change personal for leaders: Leaders must model new behaviors, with personal-insight workshops helping them align their actions with organizational goals and strengths.
• Create two-way communication: Regular updates from leadership build trust, reduce resistance and foster ownership among employees. Encouraging employee feedback through surveys and conversations boosts buy-in and strengthens commitment to change.

Improve your change management skills at Creighton University

Successful change management starts with strong leadership. At Creighton University, the online MBA program builds values-based leaders who can navigate change with confidence and clarity. Whether you’re guiding teams through digital transformation, a proposed change effort or shaping strategy, Creighton helps you lead with purpose.

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