ADKAR Change Management Model

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ADKAR Change Management Model

  1. 1. Objectives • • • • • • • Why do some changes fail while others succeed? Prosci ADKAR Model & The People Approach Awareness Desire Knowledge Ability Reinforcement
  2. 2. Why do some changes fail while others succeed? research with hundreds of organizations After extensive undergoing major change, it has been observed that the root cause of failure is not simply inadequate communications or poor training. Success is not to be found in excellent project management alone, or even the best vision or solution to a problem. The secret to successful change lies beyond the visible and busy activities that surround change. Successful change, at its core, is rooted in something much simpler: How to facilitate change with one person.
  3. 3. Prosci ADKAR Model Knowledge Desire Awareness Ability CHANGE Reinforcement®
  4. 4. Prosci ADKAR • • • • • Model – The People Approach Awareness of the need for change Desire to participate and support the change Knowledge on how to change Ability to implement required skills and behaviors Reinforcement to sustain the change  Understand the possibilities Individuals make changes successfully when they have the necessary Awareness, Desire, Knowledge, Ability and Reinforcement.
  5. 5. Awareness of the need for change Factors influencing Success • A persons’ view of the current state • How a person perceive problems • Credibility of the sender of awareness messages • The credibility of the sender of awareness messages • The circulation of misinformation or rumors • The contestability of the reasons for change
  6. 6. Awareness of the need for change Building Factors • • • • Communication with all stakeholders Access to information An Event An Observable condition / need Resisting Factors • • • • Comfort with status quo Credibility of messenger / instigator Debate or denial that change is needed Rumor machines & misinformation
  7. 7. Desire to participate & support the change Factors influencing Success • The nature of the change o What change is & how it will impact each person • The organization or environmental context for the change o His or her perception of the organizations or environment that is subject to change • Each individual person’s situation • What motivates a person o Those intrinsic motivators that are unique to an individual
  8. 8. Desire to participate & support the change Building Factors • • • • • • Incentive for individual –personal gain Risk - fear of consequences if don’t Wish to belong Willingness to follow a leader you trust Alternative is worse Face to face communication Resisting Factors • In comfort zone • Fear of unknown • Change not in individual’s self-interest or values • No answer to What’s in it for me? • Negative history of change – personal or organisational • Individual situation
  9. 9. Knowledge on how to change Factors influencing Success • The current knowledge base of an individual • The Capability of this person to gain additional knowledge • Resources available for education & training • Access to or existence of the required knowledge
  10. 10. Knowledge on how to change Building Factors • • • • • Training & education Experience Access to information Mentoring Support to achieve Resisting Factors • Gap between current & required knowledge • Insufficient time • Insufficient resources • Capacity to learn
  11. 11. Ability to implement required skills & behaviors Factors influencing Success • Psychological Blocks • Physical capabilities • Intellectual capability • The time available to develop the needed skills • The availability of resources to support the development of new abilities
  12. 12. Ability to implement required skills & behaviors Building Factors • • • • • Ongoing practice Time Coaching/perceptorship Access to required resources Feedback Resisting Factors • Lack of time to develop skills • Lack of support • Psychological blocks – existing behaviour contrary to desired behaviour • Limitations of individual ability • Individual’s capabilities
  13. 13. Reinforcement to sustain the change Factors influencing Success • The degree to which reinforcement is meaningful and specific to the person impacted by the change • The association of the reinforcement with actual demonstrated progress on accomplishment • The absence of negative consequences • An accountability system that creates an ongoing mechanism to reinforce the change
  14. 14. Reinforcement to sustain the change Building Factors • • • • • • Celebrations Ongoing rewards/recognition Feedback Holding to account Ongoing measurement Ongoing accountability and resource to embed change Resisting Factors • Reward not meaningful or associated with achievement • Absence of reinforcement • Negative peer pressure to revert to old ways • Incentives that directly oppose change
  15. 15. Prosci ADKAR Prosci ADKAR

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