The ADKAR model by Prosci

Change Management (Iceberg)
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Change Management (Iceberg) > Best Practices

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. (...) Read more? Sign up for free

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  Tom Marsicano
 

Change Management Iceberg and Prosci Model

The is useful in that it makes us aware of the fa (...)

  Alege . J. Afam
 

Focus on What Works

I quite agree with you Jon, but on your last note (...)

  Paul Rigby
 

Focus on what Works - Change Management Iceberg

Totally agree with Alege from Nigeria, it is impor (...)

  Olusegun Odeniyi, Manager, United Kingdom
 

Communicate the Threats of not Changing

@: I agree with you on the importance of communica (...)

  Lloyd Lawrence, Manager, Australia
 

Communication is Key in Organizational Change

@: I agree totally with this! What astounds me is (...)

  FREDDY VILLAVICENCIO, Business Consultant, Venezuela
 

ADKAR Assesses the People Resistance Factor

@: The reason to focus on the lowest ranked scores (...)

 
More on Change Management (Iceberg)
Summary
Forum
🔥Dealing with Toxic Employees
Achieving Change at the Individual Level
Why You should Embrace Change
Best Practices
🥇Reasons and Motives to Resist Change
The ADKAR model by Prosci
🥉How to Make Employees LOVE Change?
What are the Reasons for Change?
Hidden Resistance to Change
Bad Change Management Examples
Transparancy Needed in Change Management
Is it Possible to Manage Change If the Right Approaches Are NOT Used?
What Leadership Style Reduces Resistance?
What Punishment for Unwilling Employees?
6 Images of Managing Change (Palmer, Dunford and Akin)
My Way to Deal with Resistance to Change
Dealing with Change is Not Always Problematic
Engage the Opponents
Types of Change and Corresponding Resistance Levels
Automatic Defense Mechanisms to Change
Avoiding Resistance to Change
Characteristics of Organizations That are Open to Change
Managing Change is in the Essence of Management
Categories of People Involved in Change
Create Involvement and Communicate the Strategic Need to Change
Good Change Management Examples
Human Factors in Change Management
Overcoming Resistance? The Rapid Results Method by Schaffer
Change is Most of the Times Selfish
Communicating Change to Top Management
Ethics in Change Management
Managing the Change Within Oneself
Who Moved my Cheese?
Equilibrium of System
Special Interest Group Leader

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Change Management (Iceberg)
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