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The ADKAR model by Prosci
Jon Strickler
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.
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Focus on What Works
Alege . J. Afam I quite agree with you Jon, but on your last note where you said one should focus on the lowest scores… I disagree with you. As far as change is conce...  |
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Focus on what Works - Change Management Iceberg
Paul Rigby, Entrepreneur, United Kingdom, Member Totally agree with Alege from Nigeria, it is important to look at the "bright spots", ascertain why they worked and apply them to future change... |
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Change Management Iceberg
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