If you’re about to lead a change initiative — an AI adoption project, a process overhaul, a digital transformation — you’ve probably been told to “pick a framework.” And then you find yourself staring at five or six options, each with its own acronym, its own diagram, and its own book deal, wondering which one is the right fit.
I’ve spent the last several weeks writing a detailed comparison of the five most popular change management frameworks and how they stack up against the 5P Framework by Trust Insights. I’m biased — I built the 5P Framework — but I’ve tried to be honest about what each model does well and where it falls short. Here’s the decision guide version.
When to Use ADKAR
Use ADKAR when your primary challenge is individual adoption. If the change depends on each person understanding, wanting, and being able to do something new, ADKAR gives you a clear psychological sequence to work through. It’s especially strong for technology rollouts where you need people to actually use the new tool — not just know it exists. I wrote more about what ADKAR gets right (and misses) here.
When to Use Kotter’s 8 Steps
Use Kotter when you need organizational momentum. If the change requires executive buy-in, cross-functional alignment, and visible early wins to build credibility, Kotter gives you a playbook for moving an entire organization. It’s best suited for large-scale transformations where the biggest risk is inertia. Here’s where it stops short.
When to Use Lewin’s Model
Use Lewin when you need a simple mental model for understanding resistance. Unfreeze-Change-Refreeze is useful as a conceptual lens, especially for cultural or behavioral shifts. But — and this is a big but — you’ll need to pair it with something more operational for actual project execution. Three phases isn’t enough on its own.
When to Use McKinsey 7-S
Use McKinsey 7-S when you need a diagnostic tool. If you suspect organizational misalignment is the root cause of your problems, 7-S gives you a structured way to assess seven interconnected dimensions. It’s a snapshot, not a roadmap — so you’ll need an action framework to follow up. Here’s why diagnosis alone isn’t enough.
When to Use Bridges’ Transition Model
Use Bridges when you need to focus on the emotional experience of change. If your team is going through grief, uncertainty, or fear about the future, Bridges gives you language and structure for supporting them through the psychological transition. It’s the most human model on this list. But empathy needs structure to produce results.
When to Use the 5P Framework
Use the 5P Framework when you need all of the above to actually lead somewhere.
The 5P Framework isn’t competing with these models — it’s the structural wrapper that makes them measurable. Start with Purpose: the measurable question your change is trying to answer. Then address People (use ADKAR or Bridges here if you need individual-level or emotional support). Define your Process (use Kotter here if you need organizational momentum). Select the right Platform. And close with Performance — measuring whether you actually achieved what you set out to do.
The best approach isn’t to pick one framework and hope it covers everything. It’s to start and end with measurement, and use the right tools for the middle.
The Moral of the Story
Stop asking “which framework should I use?” and start asking “what measurable question am I trying to answer?” Once you have that, pick the tools that serve each layer of the work — and bookend the whole thing with Purpose and Performance so you know whether it actually worked.
For the full side-by-side comparison with the detailed strengths-and-gaps analysis: The 5P Framework vs. Other Change Management Models.
Ready to put the 5P Framework to work? Start with Change Management, AI Strategy, or Getting Started — whichever matches where you are right now.