Editing Change Managment (section)

== Analyzing (Break Down / Analysis) ==
🔬 Demonstrate deeper structural understanding, diagnosis, and evaluation of complex change scenarios.

=== Comparative analysis of major frameworks ===
* '''Kotter vs. ADKAR''' – Kotter emphasizes leadership and momentum; ADKAR emphasizes individual-level behavioral adoption.  
* '''Lewin vs. modern agile models''' – Lewin is linear; modern change requires iterative cycles.  
* '''McKinsey 7-S vs. Burke–Litwin''' – 7-S focuses on internal alignment; Burke–Litwin maps causal environmental and internal drivers.

=== Failure modes & root causes ===
* Lack of sponsorship or visible leadership  
* Poor communication or inconsistent messaging  
* Underestimating cultural barriers  
* Insufficient training or resources  
* Change fatigue from multiple simultaneous initiatives  
* Lack of measurable reinforcement or incentives  

=== Troubleshooting & observability techniques ===
* Monitor adoption KPIs (usage, quality, error rates)  
* Conduct pulse surveys or sentiment analysis  
* Use stakeholder heatmaps to identify resistance pockets  
* Run retrospective workshops to adjust the plan  
* Analyze gaps in skills or motivation  

=== Structural insights ===
* Change impacts strategy, structure, processes, rewards, people, and culture.  
* Horizontal alignment (cross-department) is as critical as vertical alignment (leadership → employees).  
* Informal networks often determine success more than formal hierarchy.  

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