Understanding the Three Levels of Change Management: A Comprehensive Guide

Change is an inevitable part of any organization's journey. However, effective management of change can significantly enhance an organization's resilience and adaptability. According to the commonly recognized framework, change management can be divided into three levels: Individual Level, Team Level, and Organizational Level. This article delves into each level and how they work together to ensure change is implemented and sustained within an organization.

Individual Level Change Management

The individual level of change management focuses on how change impacts individual employees. This is often the most personal and emotional phase of change. It involves understanding the feelings and resistances of employees and the support they need to adapt to the changes. Strategies at this level often include communication training and coaching to help individuals transition smoothly. It is essential to engage employees in the change process and make them feel heard and valued.

Team Level Change Management

The team level of change management deals with how teams are impacted by change. This level involves managing team dynamics, ensuring collaboration, and addressing any conflicts that may arise due to the change. Effective team-level change management can include team-building activities, workshops, and facilitating open communication within the team. These activities help foster a supportive environment that encourages team members to work together towards a common goal.

Organizational Level Change Management

The organizational level of change management addresses the broader impact of change across the entire organization. It involves strategic planning, aligning change initiatives with organizational goals, and ensuring that the necessary resources are allocated. Organizational change management may include developing change frameworks, engaging leadership, and monitoring the overall progress of change initiatives. This level is crucial for ensuring that the change management process is comprehensive and that all aspects of the organization are prepared for and able to adapt to the changes.

Some might argue the inclusion of tactical, departmental, or corporate levels, while others reference specific standards such as ISO 9001:2015. ISO 9001:2015 mentions change management in three places: contract changes before the start of production, contract changes during production, and systemic changes (Section 6.3). If we had to choose our own 3 levels, we would prioritize Personal, Tactical, and Systemic change. These levels provide a more nuanced and practical approach to addressing change within an organization.

Understanding and facilitating effective change management is not only about implementing changes but also about sustaining them. Kurt Lewin's Change Model offers a valuable framework for proactive change management. This model is a three-phase process: Unfreezing, Changing, and Refreezing.

Kurt Lewin's Change Model

Kurt Lewin's Change Model follows a 3-phase model that describes how change can be created and managed proactively. This model is valuable when you need to identify what needs to be 'undone' in your organization and think about sustaining the change.

Phase 1: Unfreezing

The first phase of Lewin's model, unfreezing, involves making people ready for change and letting go of old habits. This is achieved by changing people's thinking. People need to understand why the change is necessary and how, where, and when it will occur. It is crucial to create a sense of urgency and encourage change. A guiding team should be formed to lead the change. Clear, simple, and uplifting visions should be set, and these visions communicated through heartfelt messages via multiple channels to help employees buy into the change.

Phase 2: Changing

The second phase, changing, involves starting the actual changes. This can be done by empowering people and removing obstacles to the vision. Short-term wins should be celebrated to provide momentum. It is important to be aware of the 'Emotional Cycle of Change'.

Phase 3: Refreezing

The final phase, refreezing, involves ensuring the change is sustainable. This can be achieved by nurturing a new culture, measuring new performance, proving that the change brought benefits, and maintaining momentum. This continuous process allows for a wave of change to occur.

Implementing these strategies can help organizations not only manage but also embrace change effectively. Whether it is through individual, team, or organizational levels, or through Kurt Lewin's model, a proactive and well-planned approach to change is essential for long-term success.