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Jon Strickler
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The ADKAR model by Prosci (1998) helps to deal with the people dimension of change. It can be used to:
1. Diagnose employee resistance to change.
2. Help employees transition through the change process (coaching).
3. Create an action plan for personal and professional advancement during change.
4. Develop a change management plan for your employees.
The ADKAR acronym holds that efective management of the people dimension of change requires managing five key elements:
1. Awareness of the need to change.
2. Desire to participate and support the change.
3. Knowledge of how to change (and what the change looks like).
4. Ability to implement the change on a day-to-day basis.
5. Reinforcement to keep the change in place.
For example, to get started in preparing any change effort, you can score the status of each of the 5 elements from 1-10 and then focus initially on the ones that scored the lowest. (...) Read more? Sign up for free
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Tom Marsicano
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Change Management Iceberg and Prosci Model
The is useful in that it makes us aware of the fa (...)
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Alege . J. Afam
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Focus on What Works
I quite agree with you Jon, but on your last note (...)
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Paul Rigby
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Focus on what Works - Change Management Iceberg
Totally agree with Alege from Nigeria, it is impor (...)
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Olusegun Odeniyi, Manager, United Kingdom
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Communicate the Threats of not Changing
@: I agree with you on the importance of communica (...)
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Lloyd Lawrence, Manager, Australia
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Communication is Key in Organizational Change
@: I agree totally with this! What astounds me is (...)
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FREDDY VILLAVICENCIO, Business Consultant, Venezuela
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ADKAR Assesses the People Resistance Factor
@: The reason to focus on the lowest ranked scores (...)
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