How to Drive Change (Using the ADKAR model)

• ADKAR Change Management Model Overview:

  • The ADKAR Change Management Model is designed to facilitate successful change, whether at an individual or organizational level.
  • Developed by Jeff Hiatt (founder of PROSCI), the model focuses uniquely on guiding change at the individual level, emphasizing that organizational change relies on individual transformations.
  • ADKAR describes the five building blocks of successful change for an individual: Awareness, Desire, Knowledge, Ability, and Reinforcement.
  • It is a sequential but not linear model, meaning the steps must happen in order for successful change, but individuals can go forward and backward.
  • Each step corresponds to a specific outcome, with the progression from one step to another building the foundation for successful change.
  • The five letters in ADKAR represent the stages of an individual's journey through change: Awareness of the need for change, Desire to participate and support, Knowledge on what to do, Ability to do the job differently, and Reinforcement to ensure the change sticks.
  • The model enables leaders and change managers to concentrate efforts on driving individual change, ultimately leading to organizational change.

• ADKAR Framework Steps:

  1. Awareness:

     • Outcome: Individuals gain an awareness and understanding of the need for change.
     • Management's Role: Ensure everyone comprehends the necessity for change.

  2. Desire:

     • Outcome: Individuals develop the desire to participate in and support the change.
     • Three Aims: Foster dissatisfaction, explain negative consequences, and make individuals want to be part of the change.

  3. Knowledge:

     • Outcome: Individuals acquire knowledge of how to change, including transition actions and future skills.
     • Imparting Knowledge: Through education, training, coaching, mentoring, or workshops.

  4. Ability:

     • Outcome: Individuals can demonstrate the desired new skills and behaviors.
     • Support: Management aids in acquiring and practicing new behaviors through training and resource provision.

  5. Reinforcement:

     • Outcome: New change and behaviors are reinforced within each individual to sustain the change.
     • Methods: Corrective action, positive reinforcement, feedback, rewards, recognition, and celebrations.

        

• Pros and Cons

  Advantages of ADKAR Model:

  • Focuses on outcomes rather than tasks, measuring progress at the individual level.
  • Provides a clear checklist for managing change, facilitating easy identification and rectification of gaps.
  • Recognizes the pivotal role of individuals in facilitating change, going beyond top-down, process-driven approaches.

• Disadvantages of ADKAR Model:

  • Better suited for smaller change initiatives; may not be sufficient for large-scale changes.
  • Ignores the complexity of change, such as the need for a vision, long-term planning, and adaptability over time.

Course Forward:

• The ADKAR Change Management Model emphasizes the human element of change, highlighting that successful organizational change stems from the collective transformation of individuals within the organization.

• ADKAR can be used in various ways, such as guiding change management approaches, diagnosing gaps, engaging people managers, teaching senior leaders, and fostering a common language within organizations for discussing and navigating change.
• Do you or your colleagues have any of these common culture change struggles?   ... Resistance to Change, Habits Change, Coaching, Feedback, Trust, Blame?
  • If someone can answer “Yes” to any of those… It’s very likely they haven’t developed these skills…. 

    Assess these and other Leadership and Change Skills
    - Either for yourself, your team, or your colleagues
    - Receive a Summary Report
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    Here's the link to try it out:  https://www.beltcourse.com/leadership-culture-and-change-skills-assessment

    And please consider sharing it with others!

Sources:

https://www.youtube.com/watch?v=oMiI59NMO2Q 

 https://www.youtube.com/watch?v=L_7I03LOyyk