This Tip describes how to manage change with ADKAR, a change management tool: awareness, desire, knowledge, ability and reinforcement.
“All personal breakthroughs begin with a change in beliefs.” Tony Robbins
I just became aware of a change management tool that focuses, first and foremost, on the individual level, since that is where change happens. It is called ADKAR, an acronym that represents the five milestones an individual must achieve for change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement. We can use the model to implement change as well as to diagnose where obstacles occur so we can address them.
Here is a brief description of each milestone and the actions that can initiate and support it:
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Awareness of the need for change. I understand why the change is necessary.
Awareness is built through effective communication, effective sponsorship, coaching by managers and supervisors, and ready access to business information.
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Desire to participate and support the change. I want to change.
The nature of the change and WIIFM, the organizational context for the change, an employee’s personal situation, and personal values and motivators influence the desire to change.
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Knowledge about how to change (and what the change looks like). I know how to change.
We build knowledge through effective training and education programs, job aids, one-on-one coaching and user groups and forums.
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Ability to implement the change on a day-to-day basis. I can change.
We foster ability through the day-to-day involvement of managers, access to subject matter experts, hands-on exercises during training, and adoption and performance monitoring.
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Reinforcement to make the change stick. I have supports in place to maintain the change.
Celebrations and recognition, rewards, feedback from employees, audits and performance management systems, and accountability systems build reinforcement.
To read about each milestone, go to the following sites offered by Prosci:
- Overview Guide: The Prosci ADKAR Model
- Awareness: How to Effectively Build Awareness for Change
- Desire: How to Positively Influence a Person’s Desire to Embrace Change
- Knowledge: How to Effectively Build Knowledge in Individuals
- Ability: How to Foster Ability to Implement a Change
- Reinforcement: How to Sustain a Change
If you have used the ADKAR model, I would love to hear about your experience.
May your learning be sweet.
Deborah
