Change management with ADKAR

1. © 2016 Prosci Inc. All rights reserved.
* ADKAR is a registered trademark of Prosci. All rights reserved.

2. © 2016 Prosci Inc. All rights reserved.
Individual perspective
You cannot manage change at an organizational
level until you know how to manage change with
a single individual.
You cannot manage change at an organizational
level until you know how to manage change with
a single individual.
“Organizations don’t change –
people within organizations change.”
* ADKAR: A model for change in business, government and our community by Jeff Hiatt
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3. © 2016 Prosci Inc. All rights reserved.
“Everyone thinks of changing the world,
but no one thinks of changing himself.”
- Leo Tolstoy
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4. © 2016 Prosci Inc. All rights reserved.
Prosci Research History
1998 First Change Management Study – 102 participants
2000 Second Change Management Study – 152 participants
2003 Third Change Management Study – 288 participants
2005 Fourth Change Management Study – 411 participants
2007 Fifth Change Management Study – 426 participants
2009 Sixth Change Management Study – 575 participants
2011 Seventh Change Management Study – 650 participants
2013 Eighth Change Management Study – 822 participants
2015 Ninth Change Management Study – 1120 participants
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5. © 2016 Prosci Inc. All rights reserved.
The Five Building Blocks for
Successful Change
Knowledge
Ability
Desire
Awareness
Reinforcement®
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6. © 2016 Prosci Inc. All rights reserved.
The ADKAR Model
• Awareness of the need for
change.
– 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?
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7. © 2016 Prosci Inc. All rights reserved.
The ADKAR Model
• Desire to support the
change.
– Personal motivation to
support the change
– Organizational drivers to
support the change
For your employees, what is the
level of Desire to support and
participate in the change?
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8. © 2016 Prosci Inc. All rights reserved.
The ADKAR Model
• Knowledge on how to
change.
– Knowledge, skills and
behaviors required during
and after the change
– Understanding how to
change
For your employees, what is the
level of Knowledge on how to
change?
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9. © 2016 Prosci Inc. All rights reserved.
The ADKAR Model
• Ability to implement new
skills.
– Demonstrated ability to
implement the change
– Barriers that may inhibit
implementing the change
For your employees, what is the
level of Ability to implement
the change?
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10. © 2016 Prosci Inc. All rights reserved.
The ADKAR Model
• Reinforcement to
sustain the change.
– Mechanisms to keep the
change in place
– Recognition, rewards,
incentives, successes
For your employees, what is the
level of Reinforcement to
sustain the change?
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11. © 2016 Prosci Inc. All rights reserved.
ADKAR
• ADKAR describes the
key building blocks
for successful change
– personal or
professional
• Success with change
requires all elements
of the ADKAR model
to be present
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12. © 2016 Prosci Inc. All rights reserved.
When you create: You hear:
Awareness “I understand why…”
Desire “I have decided to…”
Knowledge “I know how to…”
Ability “I am able to…”
Reinforcement “I will continue to…”
Individual Change Management
Outcomes – Assesement, övning
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13. © 2016 Prosci Inc. All rights reserved.
ADKAR assessment
(simplified)
Element Rank (1 – 5)
Awareness ______
Desire ______
Knowledge ______
Ability ______
Reinforcement ______
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14. © 2016 Prosci Inc. All rights reserved.
Developing corrective actions with
ADKAR
• The ADKAR model helps to identify the
barrier point – the root cause of why the
change is not taking place
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1
2
3
4
5
6
A D K A R
0
1
2
3
4
5
6
A D K A R
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15. © 2016 Prosci Inc. All rights reserved.
Not everyone changes at the same pace
A D K A RPerson A
A D K A RPerson B
A D K A RPerson C
A D K A RPerson D
A D K A RPerson E
A D K A RPerson F
A D K A RPerson G
A D K A RPerson H
A D K A RPerson I
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