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Questions for the community: 

❓ How has CHANGE been managed in your organization?

❓​​​​​​​ What methodologies and/or tools do you use to manage and lead change?

 

Whether it is an HR, Product, IT, or leadership change, more often than not, we see organizations rush through major changes to push them out as quickly as possible. 

Does the “plan” look familiar?

  • An email regarding the change is sent out on Monday
  • Training for the change is on Tuesday
  • Go-live of the change is on Wednesday

This common pattern is not the way to prepare individuals for successful transformation. There is a better way to move smoothly & successfully to the desired future state. People need time to work through the phases of change.

The PROSCI ADKAR®️ Model defines these phases of change as:

  • Awareness of the need for change
  • Desire to support the change
  • Knowledge on how to change
  • Ability to implement new skills and behaviors
  • Reinforcement to make the change stick 

This model is based on the idea that Individual success leads to organizational success, because there is one common denominator in every change…and that is PEOPLE!

ADKAR®️ helps us understand the stages individuals go through during change and how to support them effectively.  Its proven techniques are vital for leading change across diverse industries and can be used both professionally and personally. What’s great about ADKAR®️ is that each phase is a “building block” … all together they create a strong foundation for successful change, but we can’t successfully change until we have gone through each phase.

Smooth, successful change is not instantaneous. It takes time for individuals to work through the phases of change. Starting with early Awareness to build general knowledge and spreading the WHY message early and often will lead to higher levels of commitment.

Utilizing ADKAR®️ will help you develop a Change Plan that focuses on INDIVIDUAL CHANGE.  Techniques like active listening and feedback loops will help address concerns and provide support to overcome that resistance.

Don’t forget to keep exploring the University of Planview and complete the next course in your OCM Badge Journey: Leading Through Change*

*Users must register with their work e-mail and receive their account approval confirmation for the University of Planview to access these direct course links.

What’s Next? We are so glad you joined our community! Over the next few posts, we will dive into actionable steps during each phase of ADKAR®️. First up, AWARENESS STAY TUNED!

❓ How has CHANGE been managed in your organization?

We used to have change as an embedded capability across our business, but during COVID that changed to just having change resources in IT (which was a direct 180 as the resources came from outside of IT before). While there are approaches to change management that should absolutely be managed on IT projects, our change resources ‘rolled off’ the project when the project ended -- right after hypercare, which doesn’t account time for the “AR” in ADKAR. This is evident in how our technologies are not fully adopted. There has been more of a focus on overall change in the organization as well, where we have established change resources in a change community that shares best practices. It is my personal belief that the more people are fluent in change, the better off the workers in that org will be.

❓ What methodologies and/or tools do you use to manage and lead change?

We also use ADKAR, but some of our change professionals have used other ones as well, depending on the situation or need. In our IT department, their approach follows the ADKAR approach, but leaves most of the end of ADKAR (as explained above) to the various business units. We have templates that we have created using the PROSCI templates as foundations but had to be tweaked to best fit our org. I highly recommend getting PROSCI certified if you have not yet been -- such a great experience to better understand and talk change with other like-minded people!

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