Open Access

Theresa Maria Hillebrand

• Many articles claim that the successful management of organizational change is from utmost importance to ensure the survival and prosperity of the company in the fast moving and ever-changing business environment. There are various techniques, models and theories that were created to help companies to cope with organizational change. This thesis aims to conduct secondary research to answer the following research questions: 1. Are change management models still relevant in the 21st century concerning their applicability and expected outcome? 2. How can the Change Management models be compared? 3. What role does leadership play in organizational change management? Therefore, the following eight change management models are considered: • Lewin’s Change Model • ADKAR Model • Kotter’s 8-Step Model • Kübler-Ross Change Curve • McKinsey’s 7s Model • Nudge Theory • Bridges Transition Model • The Satir change management model It can be concluded that the eight change management models are still relevant in the 21st century but the implementation must be well planned and precisely organized and implemented in a faster pace than in the past. The models can be divided into two categories - organizational and individual change management theories. Through an analysis of the findings it can be stated that good leadership of the ongoing organizational change is indispensable. There is no doubt in the fact that change management needs to be well managed but in order to be well comprehended by the employees and sustained, effective leadership is necessary. It can be summarized that effective leadership of organizational 3 change needs to combine the intellectual, spiritual, emotional and behavioral dimension with a strong focus on vision, values, corporate culture, strategy, empowerment of the employees, motivation as well as inspiration.