Managing the Change Process
Beckhard and Harris The fifth model of change, outlined by Beckhard and Harris,15 has a strong focus on process. Building on the work of Kurt Lewin, Beckhard and Harris propose a process model that begins with an assessment of why change is needed. Here the forces for and against change are analyzed and understood. A thorough understanding of the organization and its stakeholders will assist in this analysis.
Following the recognition of the need for change, leaders are faced with the task of defining and describing a desired future state in contrast to an organization’s present reality. This process is called a gap analysis. This second step in the change process involves both determining the need for change and creating a powerful change vision A desired future state allows leaders to identify the gap between the present and the future and how they propose to close the gap. This is one of the most important steps in the Beckhard and Harris Model and one that change leaders need to attend to.
The discussion of how to get from the present to a desired future state represents the action or implementation state. The final step in the change process is to manage the transition. Beckhard and Harris provide a useful elaboration of how the process of change occurs. What is not so clear is how to bring the various stages of the model to life, in order to see change through to a successful outcome. The Change Path Model addresses this matter.
