Introduction The following report will describe various change management models. I will discuss their definitions, benefits and determine which model best suits the US branch and its issues. Leadership of the Singaporean-headquartered software solutions organization has concerns about those issues and as the HR consultant I will successfully develop an effective change management model to present to them. Brief Description of Change Management Models ADKAR Change Management Model The first model we will discuss is the ADKAR change management model. This stands for, “awareness of the need for change, desire to support the change, knowledge of how to change, ability to demonstrate skills & behavior, and reinforcement to make the change stick” (Woods, 2022). The model was developed by Jeffrey Hiatt who is the founder of Prosci. The model breaks down change management into three phases which are current, transition, and future. One of the main benefits of this model is that it can pinpoint areas that carry resistance. Resistance can be identified by five goals, “create awareness by communicating a compelling need for change, foster desire by engaging and empowering employees and stakeholders to make the change, provide knowledge on how to change with an emphasis on continuous learning, ensure employees have the ability to make the change by addressing obstacles, and reinforce the change by keeping your eye on the ball” (Woods, 2022).
