Change is vital. Evolution, is vital in this world. But how to we go out there and create real change? How do we go about creating it in the right way with the right support and structures to really see it through and see the results of our change really flourish? We're going to take a look at ADKARs model as a way of understanding how to create meaningful change and most importantly, how to make that change stick.
ADKAR Model for Change
This model was developed as a change management tool after many attempted successes and failures of trialed and attempted organisational changes over many many years.
A stands for Awareness D stands for Desire K stands for Knowledge A stands for Ability
R stands for Reinforcement
So let's explore these areas in a little more detail below and deep dive into what they really mean.
Awareness: In the Awareness stage, individuals become aware of the need for change. They understand why the change is happening and what it means for them personally and professionally. Effective communication is essential in this stage to ensure that people have a clear understanding of the reasons behind the change.
Desire: Once individuals are aware of the change, the Desire stage focuses on creating a desire or willingness to participate in and support the change. This stage involves addressing any concerns, fears, or resistance that individuals may have. Leaders and managers play a crucial role in helping employees see the benefits of the change and motivating them to get on board.
Knowledge: In the Knowledge stage, individuals acquire the information and skills needed to implement the change successfully. This may involve training, workshops, or educational resources to ensure that employees have the knowledge required to perform their new roles or tasks effectively.
Ability: The Ability stage is where individuals demonstrate their capability to perform the new behaviors or tasks associated with the change. It's essential to provide support, resources, and a supportive work environment to help employees apply their knowledge and skills effectively.
Reinforcement: The final stage, Reinforcement, focuses on sustaining the change over the long term. This stage involves recognizing and rewarding employees for their efforts and achievements related to the change. It also includes monitoring and continuously improving the change process to ensure that the desired outcomes are being achieved.
The ADKAR model is often used as a tool for change management practitioners, HR professionals, and leaders to plan and implement organisational changes more effectively. It emphasises the importance of addressing the individual and emotional aspects of change, in addition to the technical and process-oriented aspects. By understanding where individuals are in the change process and tailoring interventions accordingly, organisations can increase the likelihood of successful change adoption.
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