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Scholars and practitioners have developed a number of organizational change models to explain how change occurs. Some of these models are based on years of empirical research, whereas others are based on practitioners’ experience of witnessing and implementing change in organization.
The author of the course’s textbook lists numerous models of organizational change, including: Lewin’s Three-Phrase Model of Change, the Nadler-Tushman Congruence Model, Ford’s “Shifting Conversations” Model, and Kegan and Lahey’s “Seven New Languages” Model. Considering these and other models, briefly define the concept of organizational change. Then, present the 2 components that should be included within any model of organizational change, and how those components will facilitate effective change within an organization.

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