The Prosci ADKAR Model and Lewin Change Model

Compare and contrast the two above change models in hospital healthcare change implementation

The Prosci ADKAR Model and Lewin Change Model

The Prosci ADKAR model is a goal oriented change management model guided by five major tangible outcomes that include awareness, desire, knowledge, ability, and reinforcement. The awareness outcome refers to the need for change, the desire represents the part of the change, knowledge entails learning how to drive the change, the ability represents being able to incorporate the change on a regular basis, and reinforcement represents continuous implementation.  Conversely, the Lewin change management model consists of three major stages that include unfreezing, changing, and refreezing. Unfreezing is the preparation stage where employees are notified of the changes to come (Dow, 2017). The Prosci ADKAR Model and Lewin Change Model. This process is similar to ADKAR model in the awareness outcome, where clinicians working in the hospital setting should first understand the need for change, just as in the unfreezing stage of the Lewin’s model.

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            The second stage is the change, where the change is implemented. This stage is different from ADKAR process considering in the ADKAR process, the second process is the desire to bring change in the setting. The ADKAR process is lengthier compared to the Lewin’s change management model since it includes five processes (Jamieson et al., 2016). The last stage in the Lewin’s change management model is the refreezing, which entails accepting the change and going back to the routine. This process should be a perpetual process, where the change is continuously implemented within the organization (Vance, 2020). For instance, the management in a hospital could install bedside alert systems to prevent patient falls. In doing so, the change remains continuous since it becomes hospital policy. This stage is similar to the reinforcement change in the Prosci ADKAR model. The Prosci ADKAR Model and Lewin Change Model

Reference

Dow, W. (2017). The PMO Lifecycle: Building, Running, and Shutting Down. Dow Publishing LLC.

Jamieson, D., Barnett, R., &Buono, A. (2016). Consultation for organizational change revisited. Information Age Publishing, Inc.

Vance, D. (2020). Measurement Demystified: Creating Your L&D Measurement. American Society for Training and Development. The Prosci ADKAR Model and Lewin Change Model