Post on 07-Jan-2017
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Advanced Applications of ADKAR®
Prosci Webinar: Advanced Applications
of ADKAR®
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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“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.”
Jeff Hiatt
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“The achievements of an organization
are the results of the combined effort of each
individual.”
Vince Lombardi 4
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The Five Building Blocks for Successful Change
Knowledge
Ability
Desire
Awareness
Reinforcement®
6
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Awareness
Knowledge
Ability
Desire
Reinforcement®
What is the nature of the change? Why is the change needed?
What is the risk of not changing?
Change begins with understanding why
7
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Knowledge
Ability
Desire
Awareness
What’s in it for me (WIIFM)? A personal choice
A decision to engage and participate
Change involves personal decisions
Reinforcement®
8
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Desire
Ability
Knowledge
Awareness Change requires knowing how
Understanding how to change Training on new processes and tools
Learning new skills Reinforcement®
9
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Desire
Knowledge
Ability
Awareness Change requires action in the right direction
The demonstrated capability to implement the change
Achievement of the desired change in
performance or behavior Reinforcement®
10
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Desire
Knowledge
Ability
Reinforcement®
Awareness
Actions that increase the likelihood that a change will be continued
Recognition and rewards that sustain the change
11
Change must be reinforced to be sustained
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When you create: You hear:
Awareness “I understand why…”
Desire “I have decided to…”
Knowledge “I know how to…”
Ability “I am able to…”
Reinforcement “I will continue to…”
Individual Change Outcomes
12
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
© Prosci Inc. All rights reserved. 14
Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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The importance of common language…
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ለዉጥ
17
change تغييرпромяна
更改 lave om
verandering
changement Veränderung שינוי
değişim thay đổi เปลี่ยนแปลง
byta
cambio
o'zgarish
ngarobah परिवर्तन
изменение تغییر دادن
zmiana
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Creating common language
19
1. ADKAR for ADKAR
2. Make it visible
3. Make it applicable
4. Make it fun
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Getting started: common language
Build awareness
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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ADKAR gives us the individual milestones we achieve with organizational change management activities
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For Practitioners:
“What are we trying to achieve?”
Communications that build awareness
of the need for change
Communications plan “because we
should have a communications plan”
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Organization CM drives ADKAR
24
Awareness Desire Knowledge Ability Reinforcement
Communications
Sponsor Roadmap
Coaching
Resistance Management
Training
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For Leaders and Managers
25
“What are you trying to achieve right now?”
Build awareness of the need for the new ERP system
by sharing details of our
profitability forecasts
at this town hall meeting.
Speak at this town hall meeting.
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Getting started: outcome orientation
Ask: what outcome are we trying to achieve?
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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ROI predictions assume high levels of ability and proficiency
at or soon after go-live
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When to start change management
31
0%
0%
20%
13%
85%
10%
13%
18%
28%
40%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Closure
Implementation
Design
Planning
Initiation
When did CM activities start?
When would you start CM activities next time?
From Best Practices in Change Management – 2016 Edition
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What it usually looks like “Go Live” Kick off
ADKA R
General Project
Lifecycle
Individual Change Journey
Milestones
Major events
32
Phase 3: Reinforcing
Change
Phase 2: Managing Change
Phase 1: Preparing
for Change
Organizational Change Mgmt
Activities
Prosci 3-Phase Process™
Prosci ADKAR
Model
Plan Design Develop Deploy Initiate
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What it could look like
Plan Design Develop Deploy
“Go Live” Kick off
Phase 3: Reinforcing
Change
Phase 2: Managing Change
Phase 1: Preparing
for Change
A D K A R
General Project
Lifecycle
Individual Change Journey
Milestones
Organizational Change Mgmt
Activities
Major events
Prosci ADKAR
Model
Prosci 3-Phase Process™
33
Initiate
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Questions to ask:
• How much Ability must we have at go-live to hit ROI assumptions?
• How much Ability can we afford to develop after go-live?
• How long will building Ability take? • When do we need to start AD and K ahead
of building Ability?
34
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Getting started: timing guidance
Ask: what does
“ability at go-live” mean for this change?
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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How do we measure CM?
Early Mid Late
Organizational Performance
Individual Performance
Change Management Performance
Prosci Change Scorecard
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Measuring with ADKAR
Plan Design Develop Deploy
“Go Live” Kick off
Phase 3: Reinforcing
Change
Phase 2: Managing Change
Phase 1: Preparing
for Change
A D K A R
General Project
Lifecycle
Individual Change Journey
Milestones
Organizational Change Mgmt
Activities
Major events
Prosci ADKAR
Model
Prosci 3-Phase Process™
38
Initiate
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Methods for individual measurement 1. Surveys 2. Observing and
communication 3. Tests and assessments 4. Performance evaluations
and KPI’s Data from Best Practices in Change Management – 2016 Edition
39
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Awareness and Desire: • Repetitive questions • Lower productivity • Turnover • Hoarding information • Delays
Knowledge and Ability: • Low utilization • Incorrect usage • Concern for success • Customer impact • Sustained productivity
reduction
Reinforcement: • Revert to old ways • Utilization low • History of failed change
Observing barrier points:
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Measuring ADKAR throughout the project lifecycle provides critical guidance to your change management strategy
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Getting started: measurement framework
Pick one group and
one method to measure
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
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Communicator Liaison Advocate Resistance Manager Coach
44
Manager roles in change
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Managers struggle to coach
12%
11%
28%
28%
24%
49%
53%
23%
26%
23%
0% 10% 20% 30% 40% 50% 60%
Coach
Resistance Mngr
Advocate
Liaison
Communicator
Ineffective Effective
45 From Best Practices in Change Management – 2016 Edition
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Don’t send managers into the battlefield unarmed
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Providing ADKAR as a tool
48
1. Help managers internalize ADKAR and their own views of changes
2. Teach managers to use ADKAR in conversations – assessment vs. informal
3. Train managers to pinpoint barrier points 4. Empower managers to clear the
barriers
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Getting started: coaching framework
Help the leader
help themselves
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Common language
Outcome orientation
Timing guidance
Measurement framework
Coaching framework
ADVANCED APPLICATIONS OF ADKAR
Build awareness
Ask: what outcome are we trying to achieve?
Ask: what does “ability at go-live” mean for this change?
Pick one group and one method to measure
Help the leader help themselves
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Create custom surveys
Identify barrier points
Measure progress
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