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When leaders don't deliver what they promise, employees throw out or undermine the redesign effort. It's six times more likely for executives at these companies to "declare victory" than at companies that just have one or two golden rules.
McKinsey • Getting organizational redesign right
(1) Stage Theory of Change: Lewin Unfreeze Change Refreeze: or More Appropriately Re-Gel
Tupper F. Cawsey • Organizational Change: An Action-Oriented Toolkit
guide change management activities
Jeffrey Hiatt • ADKAR: A Model for Change in Business, Government and our Community
Eight-Stage Model of Organizational Change: Kotter
Tupper F. Cawsey • Organizational Change: An Action-Oriented Toolkit
Four Stages for Organizational Change: ° A Case for Change; ° A Compelling Picture of the Future; ° A Sustained Capability to Change; ° A Credible Plan to Execute.
James Kerr • Legacy
So the concept includes unfreezing (destabilising the status quo), movement (creating the motivation to learn – aided by Action Research approach), and then refreezing (seeks to stabilize the group at a new quasi-stationary equilibrium in order to ensure that the new behaviours are relatively safe from regression).
Linda Holbeche • Organization Development: A Practitioner's Guide for OD and HR
tracked—and then revised or adapted as circumstances dictate.