ADKARadaptedOR Kids

8/2/2019 ADKARadaptedOR Kids

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1

IndividualChange

Management

PROSCIS ADKAR Model

Art courtesy of the Jackson branchchange management group


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Adapted from Prosci 2008

Agenda

Introduction to Change Management

ADKAR process

ADKAR individual change assessment


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What is Change Management?

People side ofchange


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Change management is:

The process, tools and techniques to manage

the people-side of change to achieve therequired business outcome.

Change management is a system used toanticipate, activate and accelerate peoples

engagement


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Primary reasons for applyingchange management

Manage employeeresistance to change

Increase probability ofsuccess

Reducetransition time


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Organizational change can be representedas three states of change

Current

state

Transition

state

Future

state

How things are done

today?

How to move from

current to future?

How things will be

done tomorrow?


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The organizations future state

is actually the collection of

many individual future statesOrganization

Future

Current Transition FutureCurrent Transition Future






Documented and managed processes

One integrated database


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Lower productivity

Passive resistance

Active resistance

Turnover of valued

employees

Consequences of not

managing the peopleside of change


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Disinterest in the current or future state

Arguing about the need for change

More people take sick days or

do not show up

Change not fully implemented

Consequences of not



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People finding work a rounds

People revert to the old way of doing things The change being totally scrapped

Divides are created between

us and them

Consequences of not



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Organizations dont

change - people withinorganizations change.Change

Any business

change requires

individuals to do

their jobsdifferently to be

successful


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How do you deal

with change?

As a supervisor:

Workers will look to you

Workers will do what you do

Workers will assess howyou feel about change


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Change is notalways easy!


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The ADKAR Model

ADKAR describes the

required phases that

an individual will go

through when faced

with change.


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The ADKAR Model

ADKAR is afoundational tool forunderstanding how,

why and when to usedifferent changemanagement tools.


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building blocks of successful change

Awareness of the need for change

Desire to participate and support thechange

Knowledge on how to change

Ability to implement required skillsand behaviors

Reinforcement to sustain the change

The five


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The ADKAR Model

Awareness of the need for change.

What is the nature of the change?

Why is the change happening? What is the risk of not changing?

For your employees, what is the level of Awareness ofthe need to change?

Awareness

Desire

Knowledge

Ability

Reinforcement


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The ADKAR Model

Desire to support the change.

Personal motivation to support the change

Organizational drivers to support the change

For your employees, what is the level of Desire tosupport and participate in the change?

Awareness

Desire

Knowledge

Ability

Reinforcement


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The ADKAR Model

Knowledge on how to change.

Knowledge, skills and behaviors required during andafter the change

Understanding how to change

For your employees, what is the level ofKnowledge on how to change?

Awareness

Desire

Knowledge

Ability

Reinforcement


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The ADKAR Model

Ability to implement new skills.

Demonstrated ability to implement the change

Barriers that may inhibit implementing the change

For your employees, what is the level of Ability toimplement the change?

Awareness

Desire

Knowledge

Ability

Reinforcement


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The ADKAR Model

Reinforcement to sustain the change.

Mechanisms to keep the change in place

Recognition, rewards, incentives, successes

For your employees, what is the level ofReinforcement to sustain the change?

Awareness

Desire

Knowledge

Ability

Reinforcement


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The ADKAR Model

ADKAR describes the keybuilding blocks for successfulchange.

personal or professional

Success with change requires all

elements of the ADKAR model tobe present.

Awareness

Desire

Knowledge

Ability

Reinforcement


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Connecting ADKAR

Current Transition Future

RAKDA

and the current, transition and future states.


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ADKAR assessments

Work with employees to assess theirlevel of Awareness, Desire,Knowledge, etc.

ADKAR worksheets

Think of a personal change you areexperiencing

Complete the following assessment


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ADKAR profiles

Add up your scoreand focus on theelements scoring

below a 3

The first elementscoring below a 3 iswhere correctiveactions should befocused this is thebarrier point

0

1

2

3

4

5

6

Awareness Desire Knowledge Ability Reinforcement


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Developing corrective actions with ADKAR

The ADKAR model helps to identify the barrierpoint the root cause of why the change is nottaking place

0

1

2

3

4

5

6

A D K A R

0

1

2

3

4

5

6

A D K A R


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Developing correctiveactions with ADKAR

If the gap is: Corrective actions:

Awareness Communications by management about the

business reasons for change (why, risk of notchanging, drivers of change); Face-to-facecommunications with immediate supervisorsabout how the change impacts them directly iswhat should occur

Desire Look for pockets of resistance and identify theroot cause; discuss employees desire for

resisting the change


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If the gap is: Corrective actions:

Knowledge Training on how to change and theskills needed after the change

Ability On-the-job training and job aides tosupport the new behaviors;Coaching by supervisors;Troubleshooting

Reinforcement Messages by senior leaders andsupervisors that the change is hereto last; Individual coaching sessionsto identity gaps

Developing correctiveactions with ADKAR


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Mapping ADKAR tochange management tools

Changemanagement tools

Communications

Sponsor roadmap

Training

Resistance mgmt

Coaching

ADKAR phases ofchange

Awareness

Desire

Knowledge

Ability

Reinforcement

These

channelsenable you toassistemployeesas theytransition

through eachphase theADKARmodel.


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Communication

Raises Awareness

Increases Knowledge

MessengerPrimary SponsorSupervisor


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Sponsorship

Increases Awareness

Increases Desire

Supervisor is the most trusted!


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Increases Knowledge

People learn at different speeds

People learn in different ways

Training


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Resistance Management

Increases Desire

Identify the resistance before change

is to occur

Resistance is natural for everyone


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Increases Desire

Increases Ability

Increases Reinforcement

Coaching


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Please see your Business Transition Consultant!

Visit OR-Kids Online for other change resources.DHS Staff Tools > Child Welfare > OR-Kids
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ADKARadaptedOR Kids