Kotter and ADKAR are two well-known change models that are often used in Swedish companies. However, the Chief of Staff (CoS) needs to adapt these models to the Swedish work culture, where consensus and participation are central. Kotter’s model emphasizes the importance of creating a sense of urgency, building a strong coalition, and anchoring the change in the corporate culture. In Sweden, this means that the CoS must involve management, trade unions, and employees at every stage, and place extra emphasis on dialogue and a shared vision. The ADKAR model, which focuses on the individual’s journey through change, fits well in Sweden because it allows for adaptation to different needs and circumstances. The CoS should use workshops, feedback sessions, and training to support the change process and ensure that everyone feels involved. By combining structure with flexibility and responsiveness, the CoS can create change processes that are both effective and rooted in the organization.