Models & Frameworks for HR Change

Change in organizations rarely follows a straight line. People react differently, processes clash with culture, and momentum often fades just when you need it most. That’s why HR professionals benefit from using structured frameworks to guide change initiatives—especially when the stakes are high.

In this article, we walk through the most trusted models in change management and explore how to apply them through an HR lens. From strategic alignment to emotional transition, these models help HR move beyond instinct and into structured, people-centered change leadership.

Why Use a Change Model?

Models provide:

• A shared language across stakeholders
• A step-by-step structure for planning and execution
• A way to diagnose problems when change stalls
• A reference for measuring progress and adoption

For HR, models are not about rigid rules—they’re starting points that can be adapted to your organization’s culture, scale, and needs.

1. Kotter’s 8-Step Model

John Kotter’s framework is one of the most widely used in organizational change. It’s action-oriented and works well for visible, top-down transformation initiatives.

Kotter’s 8 Steps:

1. Create urgency
2. Build a guiding coalition
3. Form a strategic vision
4. Communicate the vision
5. Remove obstacles
6. Generate short-term wins
7. Sustain acceleration
8. Anchor new approaches in culture

HR Application: Use this model when leading large-scale transformations that require clear phases, high visibility, and strong executive backing.

2. ADKAR Model (Prosci)

ADKAR focuses on the individual journey through change. It’s ideal for HR because it frames change from the employee’s perspective.

ADKAR Stands For:

• Awareness – of the need for change
• Desire – to support and participate
• Knowledge – of how to change
• Ability – to implement required skills and behaviors
• Reinforcement – to sustain the change

HR Application: Great for L&D planning, adoption tracking, and change readiness assessments.

3. Bridges’ Transition Model

This model emphasizes the psychological and emotional process people go through, rather than external steps.

Three Stages of Transition:

1. Ending, Losing, Letting Go
2. Neutral Zone (uncertainty, discomfort)
3. New Beginning

HR Application: Excellent for culture change, leadership shifts, or layoffs—any change that impacts identity and belonging.

4. Lewin’s 3-Stage Model

An early foundational model that’s still relevant in simple change contexts.

Stages:

1. Unfreeze – prepare for change
2. Change – implement
3. Refreeze – stabilize new ways

Though dated, it’s useful for small-scale process improvements.

HR Application: Use for localized changes (e.g., updating performance review process) that don’t need large transformation frameworks.

5. McKinsey 7S Framework

This model looks at organizational alignment across seven dimensions:

• Strategy
• Structure
• Systems
• Shared Values
• Style
• Staff
• Skills

HR Application: Use during reorganizations, M&A integration, or any complex cross-functional change.

Choosing the Right Model

Combining Models in Practice

You don’t have to pick just one. Many HR teams combine elements:

• Use Kotter for overall phases
• Layer in ADKAR for employee-level adoption
• Apply Bridges to manage emotional dynamics

Final Thought

Frameworks don’t replace leadership or empathy—but they give HR a powerful way to structure complexity, build alignment, and support people through change. Use them as maps, not manuals—and always adapt to your organization’s context.

The next time you’re facing change, don’t start with “How do we implement this?” Start with “How will people experience this?” Then choose the model—or mix of models—that helps you lead well.