Imagine a major corporation takes over your organization. This takeover results in a restructuring of teams, roles and responsibilities. Not only are you left to fend for yourself but also not given any time to adapt to this change.
As a consequence, you quickly realize you can’t meet the new manager’s expectations and decide to quit your job.
What do you think went wrong in this situation?
It was the corporation’s inability to help you and your organization deal with change. If they’d had the insight to help you transition more smoothly, you would’ve had a better experience.
The ADKAR Change Management Model
Prosci founder Jeff Hiatt, author and change management expert, developed the ADKAR change management model to guide individual and organizational change. The model outlines five outcomes of change—Awareness, Desire, Knowledge, Ability and Reinforcement—that you need to ‘make the change stick’.
ADKAR is a helpful model for organizations and leaders to help their teams and employees adapt to change. It equips managers with the right tools to support their employees through change.
The ADKAR model is based on the following principles:
Individual change leads to organizational change
The basic principle of the ADKAR framework is that organizational change is a consequence of supporting change at an individual level. If organizations can concentrate their efforts on helping employees keep up, they can drive organizational change to achieve desired results.
An easy-to-understand framework
The model is built on a simple, easy-to-understand framework that consists of three states of change—current, transition and future. This theory is built on the works of experts like Kurt Lewin. ADKAR is a process-oriented approach to change management where organizations can easily monitor individual change from one step to the next.
Well-defined goals and outcomes
The five outcomes of change in the ADKAR change management framework are clearly defined. An individual needs to have the awareness of the need for change, desire to support change, knowledge on how to change, ability to implement change and the reinforcement to adapt to change over time.
A common language for change helps managers and employees understand, explain and implement change. It leaves no room for miscommunication or gaps in understanding. Everyone is on the same page about how to deal with change and navigate conflicts, resulting in effective results.
The ADKAR model of change is about adapting to new technology and methods for change. For instance, as artificial intelligence becomes more pervasive, organizations will have to get on board with the idea of advanced technology.
Outcomes Of The ADKAR Model Of Change
The management is responsible for driving change in the organization. Helping employees build the awareness and desire for change takes time and experience. But it’s critical to note that it is leaders and managers who must helm change management. Here are the five outcomes with examples of ADKAR model:
If managers can make their employees see the need for change, they can help them transition better. More often than not, we work with tunnel vision without realizing the general business environment is undergoing significant changes. For example, senior executives, team leaders and managers can communicate expectations at the start of a new project. This will help employees understand what they need to do.
A workplace where employees are equally involved in strategy and implementation manages change better. If managers want to evoke a desire for change, they have to work with their employees. They have to be ready for pushback, address employee concerns and be prepared to lead their teams by example. ADKAR explains that collaboration and teamwork can get teams from point A to B in a much more effective way.
Equipping employees with the right skills, knowledge and abilities to take risks and deal with the stress that comes with change is an important aspect of the ADKAR model. It nurtures a community where employees can raise their concerns, learn and refine their skills and even work toward improving performance. Staying on top of employee training is the way to arm them with the right mindset and tools to adapt to change.
Once employees are equipped with the knowledge on how to deal with change, they need to be given the capacity to implement change. Involving employees at every stage, taking their views into consideration and continuous on-the-job training are ways to effectively apply knowledge for change.
Change is inevitable—it’s constant—which is why you have to see it through to the end. Establishing proper feedback channels will help employees improve their performance. Two-way feedback is a successful response to change.
With these five outcomes of the ADKAR model, organizations can lead people to embrace change.
Understanding And Embracing Change
It’s easy to get sidetracked when things don’t go according to plan. It may be an unexpected move to a new city, changing jobs or even a pandemic. But if you can learn to accept and work with change, you can overcome any challenge life throws your way. Harappa's Embracing Change course will teach you how to manage failures, deal with setbacks and correct mistakes. With frameworks like Failure Checklist, you’ll learn about the five-step process of learning from failures.
Rather than being afraid of change, discover how to turn challenges into opportunities.
Explore topics such as What is Change Management, How to Embrace Change, Change Management Process, Change Management Strategies & Understanding Resistance to Change from Harappa Education and learn to adapt to change quickly.
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