Lippitt-Knoster Model for Managing Complex Change 

Lippitt-Knoster is a very popular model for managing complicated organizational changes. Dr. Marry Lippitt offers a clear roadmap and framework to deal with winding paths and complicated changes. However, the Lippitt-Knoster Model recognizes the key components needed for effective changes like; skill, consensus, vision, resources, incentives, and action plan. Today, we’ll discuss the Lippitt-Knoster Model for managing complex change; key elements, how to implement this model, and poor execution of this model.

Key Elements of the Lippitt-Knoster Model

  • Vision – serves as a guide and direction for the change process
  • Consensus – collective support and agreement from all the stakeholders; makes sure collaboration in the change process, limited resistance, and having a sense of ownership
  • Skill – required capabilities for dealing with change; makes sure that the employees can transform it into reality
  • Incentives – rewards to boost the morale and confidence level of employees to accept the change
  • Resources – comprises assets, personal, finance, and other resource to facilitate the change process
  • Action Plan – clear roadmap and plan in terms of who does what, when, and how

Types of Complex Organizational Changes

  • Changing Strategic Direction – launching new products and entering new markets need you to perform investment analysis and financial planning
  • Financial Regulation Change – new tax laws and standard reporting structure is a complicated process and need a lot of adjustments
  • Restructuring – comprises reshuffling roles, upsizing, and downsizing and they directly impact the budget and financial planning
  • Digital Transformation – launching integrated AI, cloud-based system, or new financial software to learn new skills and new methods of doing work
  • Mergers & Acquisition – change the operations and financial structure of the company; integrated procedures, policies, and finances are complex

Benefits of Implementing Complex Organizational Change Model

  • Engaging with employees and stakeholders to deal with the change
  • Recognizing dependencies and potential roadblocks that would affect the success of the change
  • Flexible approach to changing relevant to the changing circumstances and adjusting their strategies accordingly
  • Offers a clear roadmap and framework to decrease uncertainty and confusion

How to Implement Lippitt-Knoster Model for Managing Complex Change 

Let’s discuss the steps involved in how to implement Lippitt-Knoster model for managing complex change; or how to deal with complex organizational change, and they’re as follows;

Setting up Clear Vision

The vision should clearly outline why the required changes are necessary and what objectives the company plans to achieve after implementing changes. How the vision would guide and give direction to your organization; some of the main steps are as follows;

  • Defining and developing the vision relevant to the company’s strategic goals and objectives
  • Communication the vision with your team and stakeholders through one-on-one meetings, newsletters, or emails
  • Reinforcing the vision by regularly dealing with issues upfront

Establishing Consensus

Consensus plays a key role because it comprises acquiring and gathering companywide support and agreement from across the company. Some of the main steps involved in building consensus, and they’re as follows;

  • Recognizing various stakeholders like external partners, and employees from various departments
  • Getting their feedback, suggestions, and concerns and making them feel like a valuable member of the organization
  • Addressing their concerns and issues and making adjustments in the plan relevant to misunderstanding
  • Regularly updating all the stakeholders to make sure they are on board with changes

Recognizing Required Skills

It comprises recognizing required skills and expertise to implement the changes, and they’re as follows;

  • Conducting skill analysis of your team and employees to know what type of skills they need for change
  • Training programs in the form of external training partners, online courses, and internal workshops
  • Promoting the culture of continuous learning, growth, and skills development

Rewards & Incentives

Rewards and incentives are highly significant to boost the morale and confidence level of employees to execute the change.

  • Comprehending the motivation level of different team members like recognition, rewards, promotion, incentives, career growth, or something else
  • Designing the reward and incentive system based on the motivational factors
  • Clearly discussing the change and connecting it with the company’s change initiative

Acquiring Resources

  • Recognizing the necessary required resources like machinery, equipment, software, or others to deal with the changes
  • Filling the gap between required and available resources by hiring, allocating resources, and gathering support
  • Making sure that the employees are aware of the availability of resources

Developing Action Plan

  • Developing a comprehensive change plan to reach your vision and
  • Regularly informing and updating your team members about the change process
  • Clearly defining the success and end result that the company plans to achieve

Poor Execution of Model – Outcomes 

The poor execution of the Lippitt model for managing complex change or how dealing with complex organizational change; results in the form of following;

  • Confusion – lack of vision would baffle employees about the end destination and they don’t know where to go
  • Sabotage – no support and collective agreement from team members and employees would result in the form of roadblocks
  • Anxiety – when employees and team don’t have the necessary skills and expertise to deal with changes; makes them anxious about the failure
  • Resistance – without rewards and incentives, employees won’t see any point in doing extra efforts toward change; they will resist the change
  • Frustration – when they have limited resources to execute the change, results in the form of frustration
  • False Start – without an action plan, they won’t achieve any growth and progress

Conclusion: Lippitt-Knoster Model for Managing Complex Change |How to Deal With Complex Organizational Change 

After an in-depth study of the Lippitt-Knoster model for managing complex change; we have realized that managing complicated changes is a difficult process. If you are learning about the learning about the model on how to deal with complex organizational change; then you should keep in mind the abovementioned Knoster model for complicated change; elements; benefits, and steps involved in the process.

References 

  1. https://addyosmani.com/blog/managing-complex-change/
  2. https://agilityportal.io/blog/knoster-model-for-change
  3. https://www.crosscountry-consulting.com/insights/blog/managing-complex-change/
  4. https://www.actfl.org/uploads/files/general/TLE_Winter21_Article.pdf
  5. https://sergiocaredda.eu/organisation/tools/models-the-lippitt-knoster-model-for-managing-complex-change/
  6. https://leaddev.com/process/managing-complex-organizational-change
  7. https://www.financealliance.io/managing-complex-change-matrix/
  8. https://change.walkme.com/managing-complex-change/