The BASK names four change models in Consultation's key concepts. Knowing which four, and what each one is for, is the whole unit.
The four named models
- Lewin's change management model
- The McKinsey 7S model
- Kotter's 8-step change model
- The Kubler-Ross change curve
They are listed as "Examples include." They are not required methods HR must apply in sequence, and they do not replace the four-stage consulting process, which is listed alongside them. They sit under Consultation, not Business Acumen - Business Acumen's key concepts cover business terms, business intelligence tools and financial analysis terms.
The substitutions to reject
- ADKAR is a real and widely used model, but it is not one of the four named in the BASK's Consultation key concepts. Nor is the Bridges transition model. Both appear in distractors precisely because they are legitimate elsewhere.
- Porter's five forces, the balanced scorecard, PESTLE and SWOT are strategy and business intelligence tools listed under Business Acumen. Any change-model set containing them is wrong.
What each model does
- McKinsey 7S: seven interdependent organizational elements - strategy, structure, systems, shared values, skills, style and staff. Choose it when leaders want to examine how those elements depend on each other, as in merging two service centers.
- Kubler-Ross change curve: the sequence of individual emotional reactions to change. Employees moving through shock, anger and eventual acceptance after a layoff announcement are on this curve.
- Kotter's 8-step model: a leader-facing sequence for driving organizational change.
- Lewin's model: a staged organizational change model, not a seven-element framework and not a description of emotional response.
Carry this in: organizational elements means 7S; individual feelings means Kubler-Ross; a leader's step-by-step drive means Kotter. And when a question asks what the BASK says about these models, the answer is that they are examples, offered without mandate.