Managing significant “change” is a difficult challenge for leaders. With good intentions, some leaders proceed to do something new or different without adequately considering the potential outcomes or impact on others. What may seem like an obvious improvement to some, can appear to others as “more work” or “unnecessary risk without adequate benefit”. Leaders can benefit from the Knoster Model to help them plan, implement, and assess the changes they desire.

A Model for Change Management

Dr. Tim Knoster extensively researched and has promoted positive behavior approaches when implementing change with youth and adults in schools and organizations. In his change management Model, Knoster provides a simple yet powerful framework which identifies five key elements necessary for effective change:

1. Vision
2. Skills
3. Incentives
4. Resources
5. Action Plan

Change Hazards

As important as his elements for success, Knoster also identifies the hazards that will sabotage your effort when one or more change elements are missing. Consider the graphic below, from The Learning Accelerator, which highlights the risk you assume for each missing element.

Leaders, ensure better outcomes when making significant change by considering Knoster’s five key elements, and avoid the risk of false starts, frustration, resistance, anxiety, or confusion when one or more elements are missing.

Resource: Knoster Model at Learning Accelerator