Leaderboard

Knostner Model is the change management model which is used for managing the Complex change . As per the model the key elements required for the effective change are Vision- Why is change needed? Is the vision shared to the people and are people buying in? Skills- What skills are needed? Do team members have expertise or training in what they are being asked to do? Incentive- How this change will add value? Incentives can be monetary or personal achievement or prestige Resources- A lack of resources make people Annoyed. What resources are readily available? Are they appropriate? Are there in-house people who are resources? Action plan- The action plan for change should be clear and developed by all stakeholders. Key Benefits of the Knostner model are · It gives us a structure to shape our communications to end users and stakeholders to motivate and activate the change we desire · It gives us a way to concentrate where the experience is lacking when we get unexpected or undesirable reactions Missing of the any of the these elements can cause False starts, Frustration, Resistance, Anxiety & Confusion as shown

The Knoster Model defines six elements that we must address to affect desired behaviour change- Vision, Incentive, Agreement, Action Plan, Skills & Resources. If all six elements are working perfectly then we need to understand that the change plan is well executed. If any of the elements do not work perfectly then there is resistance to change observed. This can be done to any system related issues or any behavioural issues. Any stakeholder group needs to analyse and find the gaps. Addressing all elements in the model increases ones likelihood to achieve the desired change.

Knoster Model is a Change Management Tool. It defines six elements that we should address to affect desired behavior change : 1. Vision, 2. Incentive, 3. Agreement, 4. Action Plan, 5. Skills, 6. Resources, Addressing every element increases our likelihood to achieve the desired results. Failing to deliver on any of the elements will result in predictable reactions from stakeholders / end users. Reactions (ref : fig) that help us pinpoint our experience strategy falls short. All we need to do is pay attention. Our ability to recognize the reactions will impact our ability to spot where our change plan is falling apart. What’s Good About the Model It is an excellent tool for Managing Complex Change in both situations viz To diagnose issues when a project is already happening or to plan Change. It provides a consolidated list of all the elements needed. I particularly like the focus on Incentives, as this is too often missed in many alternative models. What’s Bad About the Model There is nothing inherently bad about this Model for Managing Complex Change, except that it does not focus on sequence of the elements. Compared to Kotter’s model, it lacks the direction or phasing of the various elements. Conclusion This Model for Managing Complex Change gives a clear advantage because it allows to truly understand the importance of every element that is required for Change to be succeed. It also gives a clear understanding of the Negative Change outcomes in case any element is not considered / left out. Using it as a “matrix” that ensure consistency and coherence is a must in any change process, as it creates the right mindset for success.