Navigating Now to Next: Understanding Change Management Models for Small and Enterprise Businesses

We all know that change is inevitable in business, whether it’s a shift in company culture, adoption of new tech, or a full-scale organizational transformation. However, managing that change effectively is where many businesses stumble. That’s when considered and thoughtful change management strategies can come in and provide a structured humanistic approach to transitioning individuals, teams, and organizations from a current state to a desired future state or the Now to Next proposition.

As I continue my studies toward my CCMP Certification (Change Management Professional), I try to break down the concepts in my notes using mnemonics and other tools to help me learn.  I have found that retaining new concepts and material works best for my learning that material. In some ways these models do the same. Now, there are several popular change management models in use today, each with its own strengths and applications. I will break down and explore some of the most widely used models in this article in order to unpack some common industry buzzwords as well as highlight which models are best suited for small businesses versus enterprise-sized organizations.

Common Change Management Buzzwords (Simplified)

Before diving into the models, here are a few key buzzwords often thrown around in change management:

• Stakeholder Buy-In: Getting key people (like executives, managers, or customers) to support the change.

• Resistance to Change: The natural pushback from people who are uncomfortable or uncertain about the change.

• Change Agents: Individuals or teams who drive and support change within the organization.

• Organizational Alignment: Ensuring that everyone from top leadership to frontline employees understands and supports the change strategy.

• Communication Strategy: A plan for how, when, and what you communicate during the change process to keep everyone informed and engaged.

• Sustainable Change: Ensuring the change sticks and becomes part of the culture or daily operations long after the initial implementation.

Popular Change Management Models

1. Lewin’s Change Management Model

Phases:

• Unfreeze – Prepare the organization to accept that change is necessary.

• Change – Implement the new processes, behaviors, or systems.

• Refreeze – Reinforce the changes by embedding them into company culture.

Best For: Small businesses

Why: It’s simple and doesn’t require a lot of formal infrastructure—perfect for teams that need a straightforward framework.

2. Kotter’s 8-Step Change Model

Steps:

• Create urgency

• Build a guiding coalition

• Form a strategic vision

• Communicate the vision

• Empower action

• Create quick wins

• Build on the change

• Anchor the changes in culture

Best For: Enterprise organizations

Why: This model focuses heavily on leadership, vision, and long-term adoption—elements crucial in large, complex organizations. It also addresses the human side of change, which helps mitigate resistance.

3. ADKAR Model (by Prosci)

Acronym:

• Awareness

• Desire

• Knowledge

• Ability

• Reinforcement

Best For: Businesses of all sizes, especially those focused on individual change

Why: ADKAR is people-centric and works well in environments where the success of change depends on personal behavior shifts. It’s also great for managing digital transformation or system upgrades.

4. McKinsey 7-S Framework

Elements:

• Strategy

• Structure

• Systems

• Shared Values

• Skills

• Style

• Staff

Best For: Enterprise organizations

Why: This model emphasizes internal alignment and how interconnected elements of a business must shift together for change to succeed. It’s useful when tackling complex organizational transformations.

5. Bridges' Transition Model

Phases:

• Ending, Losing, and Letting Go

• The Neutral Zone

• The New Beginning

Best For: Organizations navigating emotional or cultural changes

Why: This model is especially helpful for managing the psychological side of change—acknowledging that people go through emotional transitions even when structural changes are happening on paper.

Which Models Work Best?

🔹 For Small Businesses:

• Lewin’s Model: Its simplicity is its superpower.

• ADKAR: A great choice if your change initiative hinges on getting your team personally invested.

• Bridges' Model: Excellent if your business culture is close-knit and emotionally driven.

🔹 For Enterprise-Level Businesses:

• Kotter’s 8-Step Model: Provides the structure and leadership focus needed in large companies.

• McKinsey 7-S: Helps ensure that all internal components are working in sync.

• ADKAR: Still relevant for enterprise settings, especially in employee-centric initiatives like software rollouts or process overhauls.

Final Thoughts

Now, whether you have a small team rolling out a new workflow or a global company undergoing a strategic pivot, understanding and applying the right change management model can mean the difference between thriving through change or being left behind. There is no one-size-fits-all approach to managing change because there is no one size fits all for managing people. The key to using any of these models is to consider their size, complexity and perhaps most importantly the culture of the business. The people factor, the employees, leadership and customers must be kept at the very heart of any change management strategy because when this doesn’t happen that is when things go kaflooie. 

Next time I will take a look at some reasons why change management fails with some groovy real world examples that I have encountered.  Stay tuned.