Every change is an individual journey. We say that organisations and society do not change; people change. How fast you move and where you are stuck is individual. Maybe you know what to do, but not why? Or you want to do something, but you don’t know how to? In this episode, you will learn how to break your change journey into bites to manage your change journey.
The ADKAR Model is an excellent change model. Simple and powerful. It helps you break down your change journey into five simple elements; Awareness, Desire, Knowledge, Ability and Reinforcement. I have invited the Chief Innovation Officer at Prosci, Tim Creasey, to tell us all about the five elements and how we can use each of them when going through a change. And yes, Tim will give you plenty of tips and tricks.
Tim will talk about
- What the five letters stand for and how you can use the tool.
- Why knowledge isn’t everything. The important first step to successful change is to create awareness about why the change is happening.
- What questions you can ask yourself to diagnose the barriers that keep you from successful change.
- That it is important to start from the top. Leaders should model the change.
Are you too busy? Here are the key points
Here are my key takeaways from the podcast. But there are more goodies in the episode itself, so hopefully, you will go listen to it.
#1 Identify the barriers of your change. The ADKAR model is a simple, yet powerful tool to diagnose the choke point of a change. You may not understand why the change is happening. You may not personally support it. Maybe you are experiencing some kind of a physical or psychological barrier to the change. The ADKAR model will help you break down the change into small and manageable pieces, so it is easier to identify the actual problem.
#2 Leaders have to walk the talk. Change is a given in today’s business world. We ask employees to change all the time. But to change effectively, the senior leaders must be the face and voice of the change. They have to walk the talk.
#3 First things first; Communicate the need for change. Tim calls it to ‘start at the start’. We tend to jump straight to knowledge about the change, rather than why the change is happening. We forget to address the basic questions; Why? Why now? What if we don’t? Employees are more likely to support the change if they understand why it is happening and how it benefits them personally.
Curious for more? Here are the links I promised
- Tim Creasey on LinkedIn
- Tim Creasey on Twitter
- Proscis hjemmeside
- Great book on change management: Change Management: The People Side of Change
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