Change management models attempt to explain how people respond to change. Models used in change management  [i] are:

• Boston Consulting Group’s DICE model (duration, integrity, commitment, effort)
• Boyd’s OODA loop (observe, orient, decide act)_
• Bridges’ transition model (letting go, neutrality, new beginning)
• Deming or Kaizen cycle (plan-do-check-act also known as plan-do-study-act)
• John M. Fisher’s transition curve (shock, denial, frustration, letting go, experimentation, new models, new behaviors—based on the well-known stages of grief identified by Elizabeth  Kubler-Ross)
• Kotter’s theory (eight steps from creating sense of urgency to setting change in stone)
• LaMarsh change management (initiating the change, identifying risks, implementing, achieving results, and sustaining outcomes)
• Lewin’s model (unfreeze, change, refreeze)
• Maurer’s resistance theory (I don’t get it, I don’t like it, I don’t like you)
• McKinsey’s 7-S model (strategy, structure, systems, shared values, style, staff, skills)
• Prosci’s ADKAR model (awareness, desire, knowledge, ability, reinforcement)
• Satir’s model (old status quo, resistance, chaos, integration, new status quo)
• Thaler and Sunstein’s “Nudge” approach (presenting changes incrementally)

Managers who understand such dynamics are likely to increase the chances of integration success. According to one change consultant (Prosci), projects that incorporate change management are six times more likely to achieve their objectives.[ii]

10 Proven Change Management Models (2023) (whatfix.com)