The ADKAR model by Prosci

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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 t...Sign up

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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...Sign up

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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...Sign up

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Olusegun Odeniyi, Manager, United Kingdom, Member
@Paul Rigby: I agree with you on the importance of communication in driving change initiatives. This communication ...Sign up

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Lloyd Lawrence, Manager, Australia, Premium Member
@Paul Rigby: I agree totally with this! What astounds me is there are situations where management block these impor...Sign up

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FREDDY VILLAVICENCIO, Business Consultant, Venezuela, SIG Leader
@Alege. J. Afam: The reason to focus on the lowest ranked scores of the 5 ADKAR elements is that the ADKAR method as...Sign up

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