Willem Hoek
Knoster Model for Managing Change
Jan 07, 2020
Eugene Delacroix, Liberty Leading the People, 1830
Change is the law of life. And those who look only to the past or present are certain to miss the future.
John F. Kennedy
The Knoster Model is a handy framework for thinking about change. This change model was adapted from T Knoster, Presentation to TASH Conference, Washington DC, 1991. [1]
There are five components required that will leads to successfull change. Although some articles include a sixth one: Consensus
Vision + Skills + Incentives + Resources + Action Plan => CHANGE
Comment: I have been unable to locate the original presentation by Knoster. If you can find it, please send it on to me.
How to use it: Are you experiencing any of the following emotions in your projects, job or life in general: False Starts (Treadmill), Frustration, Resistance, Anxiety, Sabotage or Confusion. Use the model below to see what might be missing.
Some questions to ask :
| To avoid | Ask these type of questions | |
|---|---|---|
| Vision | Confusion | Why are we making this change? What will the future looks like? |
| Consensus | Sabotage | Do we all agree to do this? |
| Skills | Anxiety | Do we have the know-how to pull it off? |
| Incentives | Resistance | What are the pay-off? |
| Resources | Frustration | Do we have the time, money and people available to to do this? |
| Action Plan | False start | What are the steps to follow? Who will do what? |
Reference
[1] T Knoster, Presentation to TASH Conference, Washington DC, 1991.
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