Common change models combined with Lean Six Sigma

- [Instructor] One of my favorite phrases is there's more than one way to peel a potato. By which I mean there's usually more than a single way to accomplish a goal. And managing change on Lean Six Sigma projects is no different. Managing change is critical. It ensures support and desire for change and helps alleviate some of the nervousness that comes with the growth we aim to bring, particularly when change management and Lean Six Sigma are not ingrained in the organization's DNA. There are a bunch of change management models and frameworks developed by people much smarter than I, from Kotter's eight steps for leading change to the ADKAR model from ProSci, and then onto one of my personal favorites, Lewin's framework of Unfreeze, change, refreeze, with many more in between. They all work, so I won't be reinventing that wheel. As we explore managing change on Lean Six Sigma projects, we'll be agnostic of which, if any of these models you and your organization follows. This is intentional since this learning will bring changes to your organizations, and we want to minimize the amount of disruption to your current practices. In doing so, we'll have a better chance at the change being accepted. Trying to sell change and the way you manage it might be a bridge too far. I'd encourage you, as you progress through this course to think about how your organization delivers change and how you can overlay Lean Six Sigma as a way of improving that delivery. I've seen Lean Six Sigma do well in each of the three models mentioned earlier. So to save yourself from causing too much trouble, pick the one that aligns best with your current attitudes towards change. Your future self will thank you.