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Art courtesy of the Jackson branch change management group PROSCIS ADKAR Model
Agenda
Introduction to Change Management ADKAR process
Change management is a system used to anticipate, activate and accelerate peoples engagement
Adapted from Prosci 2008
Current state
Transition state
Future state
The organizations future state is actually the collection of many individual future states
Organization
Current Transition Future
Current
Transition
Future
Future
Current Transition Future
Current
Transition
Future
Current
Transition
Future
Lower productivity
Passive resistance Active resistance
us and them
Change
Any business change requires individuals to do their jobs differently to be successful
What is the nature of the change? Why is the change happening? What is the risk of not changing?
For your employees, what is the level of Awareness of the need to change?
Awareness Desire Knowledge Ability Reinforcement
For your employees, what is the level of Desire to support and participate in the change?
For your employees, what is the level of Ability to implement the change?
For your employees, what is the level of Reinforcement to sustain the change?
Success with change requires all elements of the ADKAR model to be present.
Current
Transition
Future
ADKAR assessments Work with employees to assess their level of Awareness, Desire, Knowledge, etc. ADKAR worksheets
Think of a personal change you are experiencing Complete the following assessment
Adapted from Prosci 2008
ADKAR profiles
Add up your score and focus on the elements scoring below a 3
The first element scoring below a 3 is where corrective actions should be focused this is the barrier point
6
Corrective actions:
Communications by management about the business reasons for change (why, risk of not changing, drivers of change); Face-to-face communications with immediate supervisors about how the change impacts them directly is what should occur Look for pockets of resistance and identify the root cause; discuss employees desire for resisting the change
Desire
Reinforcement
Applying ADKAR:
Not everyone moves through change at the same pace
Change with one Or five people person
A A D D K AA K A DR A DR K K A A R R
Or twenty people
A D K A R
A D K A R
Or 1000 people
A A D D K AA K A DR A DR K K A A R R
A A A D A D D KA D A A K AA K D K A A D R A DD A A K A A D D K A R KK A R D A R D K K A D AAA D K K R A A R K DRR K A A RK R A A R R A R R R
A D K A R
A A A A D A A A A A A A A D A D D A A AA D KA A A A A A A D D D AA D D KA A A A A A A K AA AK A D DA A A D A D D A A A AD A D D A D D D D A DD A K K AK AA KD DA A A K AA K A A D K K A A A A D D D A D K D AD KA K A D D R KA DD DA ADA A D A K A A A AK AA K D A A AK AA K A A AK AA K A DD D D D A K A AKKD A AA DD AA D D D A A D D DA D AD AD A R A D K A D K A A A K AA DK A A AAAK AAK K R KK A R DKD R AA DDDA AK AK A D K K DD AA D A AD K A D AAD K A A A K AA K D D D AA DD A A K D D AA DD A A D D AA DD A A D A KK A A A A R D K KD KA A D KA RK RK RK D D AA DD A A DK DAAAA D AA A DADA A R AKDR DKKDADAA DA AR K KA A DR K D DA A KAK D K AA AA D R D A A A K K A D RDR D A D K A D A KAK A A K D R DAA KD K A A KK A K A KA A A A D D D A K A A A ADK D K K R AA A AA DAA DKAAKDKRR AAD A AA AD A AK A A A K K A DR KK A R A A K K A DR KK A A K K A DR KK A R AR DR A DD A D D DA DR K A DR K A DR K D R K KDRDR R RD DRR R DD A D K A A K D D A D R K R AA A D K AK DR K K A A A A D DA A K AD AA D A A A D AA D A A A D A A K K A A K AA A DAK AK A K A K DRD DK D RA D RA A KAK KDR AK ADRDR K A DD AA K K K A KK K K K A KR D R A A D K AAA D KK A D A D R K A D D AA R A ADR D D RA K K A A A K AAR DAA A A A K A A R DA DRA KA AKKAA A RK DR R K K A A R K K AA D K A R R D D D A R D DR DR KD A A R A A K DR K A D R A DR K A D D A D R A A D R AA DD D K AAARD AA DA R K K KA K AR K KDRR ADRAK A A DK K RRR KK A R A K RA K A R A D A AD K A A R K A A RK D AA AA D A A K A DR K ADKA AR ADR K A K RK R K R DR K A D A A K RD K AA D R A D A AA D K AR AR R A D R AA AKA A A R K A D K A K A A AK K A D D A A AK D A A R K D RD R DRR K DR AD RK K R R K R A R A R K AA A A AR A D RA RKA A D K R K K ADR K D K A RRD A D R AA AK R D A A D AAA K D A R K A KA K K A A A A AA K K D R K RKR RA ARR AA A AK AAA A R A K A D D K D R A A K A R KRD AA DRA AR K A A K AA A A A K KRRD A R R A R RDR DADR R R A AK A K D A K A A A AK AA DA D A A RK A D AA D A AARK ADA A A A K K A R K D AD K A A A AR K AA R R RK D K A DRR KKA A R K A A A D D DR AA A D D A RDA A D D D D R DA D R A D R K R A D RA AR K A D A RD RA A A AA K AK A K R K AD K D R K A D R D DA K A RR K K K D R D A R A D RD R R A A A AA AK A D K R D R A A A D K K ADR K A D D A R A R R A K KR R D K D A RD D A A A D A A K D AK K A R AR A DRD AA D R ADK D R A A R A A K RK AA AR D R AA RD A D KA RD R D A K A KD D K A A R AA D D A D D D K K A A AK A R K ADR R A A R A AK A K AK K R A D R KA DK A DR KK RD A K KR K A KK R RA K A DRA D A RA A DK A A A A A A A DR A KR K K DR K A R D RK K A D D K R R DR A AD A A AR AKDK A K D A R K K K A A K AK AA AA R AA A A A DR K A A A A K D AA D A A AAK ADRA KA A K AA DK AA DDR AAA KRDR R K A DDR K D A A A R DAA A RRK A R D K A A R A AA D AA A K D R A R A A D AA D A A K K A AKA R A D R A AA A D A DD D A AK D K DD R D DR D K K R K R D A AK A DD A D R K R R R A A K K AR A D A D K K D A A D DD K D K A K DR DDA D K D K A DAKR DR A D D K RAA DAADK D D A AA A AK KA A D R AA DA AAAR KK DR AA DR R AA DR A A A A DD A K AD D R AA DA A A A A A D K R R A A D D DR A A K A R RK R A D D DA K D D A D R A A D K AAR D A DRA A KDR RD R K RD K K AR DA DRAD K KA A R K A ADR K K K AA R K A D DR K A KR K D A KR D D R KR A KR R D R A D K K D R KK D K D R RAR KA A RD D K A A K A AA K A AA R R K K K KA K K RA D K DKA K K A K AA DAA AR D K RR D DRD AA K A A K K D AK KA R D KK A A K A A A A KA D K K RA D A K D R K A A DR K A R D K AA K K K K DR K A AA K R K AAA R K AR R K A DRR K R K R D A AK A A AR KKRA A D A KR K R KK A R D AA D DKA AR A DR RA D K K AA D A AA K D DR K K AA D A A A K A AR A A A A K AD D K A R A A D R K A KR DR K K R R D R A A K AAA D K D R R A A D D A D AAA D R K A D AAA D K D K R AAA A K K AA A K AAA D A K RA RA D K D KR R A K A D K A AA A A A A R K R DRR A R A A R A A R D R A A K R R A DA A A A D R R R K R RR A K D RA R D R AA RDA K R A DA AA RD KK DRR K KAD R R R KD DRR K A A DR K A DR A K K A R R R A D A K DR K A D R K A A RK RK D A K R R R K DR R R R R DR R A D R AR DR R K A D K A A R D K K A A A K R K A A DR R A R R K R K K A RK A R R K K R R K A R K R R K A R KR RR K AA K R AR ARK DRR K K A A R R K R K R R A DR R A K R A RKK AA A K R A K A RK R R R R K AR R R R A RR R A R R R A A A A K K A RK A R K R R K A A A R R K A A A A A A A R RA A K R A A A R K A R RA A R R R A R A A AR A R R R R R A RR R A R R R A A A A R R R RR A R R R A A AR R R R R R R R RR R R R R R R R RR R R R R R R R R R R
A D K A R
Awareness
Sponsor roadmap
Training
Desire
Knowledge
Resistance mgmt
Ability
Coaching
Reinforcement
These channels enable you to assist employees as they transition through each phase the ADKAR model.
Communication
Raises Awareness
Increases Knowledge
Messenger Primary Sponsor Supervisor
Sponsorship
Increases Awareness
Increases Desire
Training
Increases Knowledge
Resistance Management
Increases Desire Identify the resistance before change is to occur Resistance is natural for everyone
Adapted from Prosci 2008
Coaching
Increases Desire
Please see your Business Transition Consultant! Visit OR-Kids Online for other change resources. DHS Staff Tools > Child Welfare > OR-Kids