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Business Tools

•Change Management•ADKAR

•Change Management•ADKAR

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ADKAR Model• Is a goal oriented change management model that

allows change management team focus theiractivities on specific results

• ADKAR describes the required phases that anindividual will go through when faced with change.

• ADKAR is a foundational tool for understanding“how, why and when” to use different changemanagement activities.

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Choosing ADKAR

•Change•Reactive v Proactive?

•Proactive?•Which Tool?

•ADKAR Model

•Change•Reactive v Proactive?

•Proactive?•Which Tool?

•ADKAR Model

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The ADKAR Model

•Prosci•1998•Research

•> 300 companies•Distilled Success Factors

•Prosci•1998•Research

•> 300 companies•Distilled Success Factors

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Prosci Benchmarking Report

Best Practices in Change Management from 2007 with426 participants from 59 countries states the following:

Greatest contributors to success:1. Active and visible executive sponsorship2. Structured change management approach3. Frequent and open communications around the need

for change4. Dedicated resources for change management5. Employee participation

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Prosci Benchmarking Report

Best Practices in Change Management from 2007 with426 participants from 59 countries states the following:

Greatest change management obstacles:1. Ineffective change sponsorship from senior leaders2. Resistance to the change from employees3. Poor support and alignment with middle

management4. Lack of change management resources and planning

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ADKAR – Acronym

A Awareness

D Desire

K Knowledge

A Ability

R ReinforcementFoluso Aribisala

ADKAR MODEL

– Awareness of the need for change (why).– Desire to support and participate in the change

(our choice).– Knowledge about how to change (the learning

process).– Ability to implement the change (turning

knowledge into action).– Reinforcement to sustain the change (celebrating

success)

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A = Awareness

•ManagementCommunications

•Customer Input•Marketplace changes•Ready-access to

information

•ManagementCommunications

•Customer Input•Marketplace changes•Ready-access to

information

Awareness ofthe need forchange

Awareness ofthe need forchange

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D = Desire•Fear of job loss•Discontent with current state• Imminent negative consequences•Enhanced job security•Affiliation & sense of belonging•Career advancement•Acquisition of power or position• Incentive or compensation•Trust & respect for leadership•Hope in future state

•Fear of job loss•Discontent with current state• Imminent negative consequences•Enhanced job security•Affiliation & sense of belonging•Career advancement•Acquisition of power or position• Incentive or compensation•Trust & respect for leadership•Hope in future state

Desire toparticipate andsupport change

Desire toparticipate andsupport change

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K = Knowledge

•Training & Education•Information access•Examples & role models

•Training & Education•Information access•Examples & role models

Knowledge onhow tochange

Knowledge onhow tochange

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A = Ability•Practice applying new

skills or using newprocesses & tools

•Coaching•Mentoring•Removal of barriers

•Practice applying newskills or using newprocesses & tools

•Coaching•Mentoring•Removal of barriers

Ability toimplementrequired skills& behaviors

Ability toimplementrequired skills& behaviors

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R = Reinforcement

•Incentives & rewards•Compensation changes•Celebrations•Personal recognition

•Incentives & rewards•Compensation changes•Celebrations•Personal recognition

Reinforcement tosustain thechange

Reinforcement tosustain thechange

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Service Improvement

Workshop

ADKAR MODEL

ADKAR MODEL

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Service Improvement

Workshop

ADKAR MODEL

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Communication And Training Activities

• Each communication and training activitycontributes to the successful implementationof the change. For example, communicationsare instrumental in building awareness of theneed for change and executive sponsorship isa primary activity for creating awareness,desire, and reinforcement.

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Communication Mapping

The mapping of communication and training activitiesto the ADKAR stages is given below.

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Communication Roles

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Change Communication Plan (Template)

No Timing Phaseof the Project

SpokesPerson

Purpose MessageContent

Channel/Action Audience Accountability

1

2

Communication plans need to be structured and targeted to stakeholders needs

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The ultimate goal of the training activities is tominimize “the time to proficiency”, the time needed toadapt to the new system and to realize its potential.Requirements:

• Training Plan• Training Schedule• Training Module and Documentation• Training Delivery & Support

Communication and TrainingActivities

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No Training Plan Training Development Training Deployment

1 Training Needs Analysis Training selection Training The Trainer

2 Training Project Plan Training Material Prepare &Implementation

3 Tools, Techniques &Templates

Training Schedule Pilot Training

4 Performance Support Aids Training Logistic Plan Refresher Training

End User Training

Communication and TrainingActivities

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