Change is necessary if organizations must keep up with the rapidly evolving trends in the world today. It is critical to choose a model that will support the change process to be able to be successful. Human beings naturally may not adjust to change easily due to perceived inconveniences that may arise during the change process. Two most popular change models are Kurt Lewin’s and ADKAR change models. Lewin’s model focuses on changing the behavior (unfreezing), introducing the desired behavior (freezing) and cementing the new behavior into practice (refreezing) DeNisco, 2024). On the other hand, ADKAR focuses on the employees by involving them from the beginning through the entire process. It begins by making them aware of the desired and reason for change (Awareness), the employees are persuaded to agree with the change by sharing supporting literature thereby increasing their (Desire), information about the change is given to the team (Knowledge) then allowing them to practice what they learn (Ability) while reinforcing any information as well as acknowledging their achievement (Reinforcement) (Avignone, 2021). Both these models focus on getting the desired change to be adopted in the organization while focusing on behavior change. While Lewin’s model is straight forward with its three steps, ADKAR requires constant follow up through the entire process which might take up a lot of time required for implementation. Ali et al. (2021) concluded that there was perceived ease of use of a phenomenon when there is awareness therefore, ADKAR enables subjects to be more willing to change after getting the knowldege involved. Since my project involves school children and the need to integrate the change project in their daily activities, Lewin’s model will be best suited for implementation. They will require fewer educational sessions while carefully ensuring that each stage is thoroughly attended to.