In our travels with clients we receive a lot of requests for ‘refresher’ sessions on key tools in the eToolkit or the core tools we use in our work as Change Practitioners. In this 2 part series we will explore some of the foundational tools our team use as we work with clients to set change initiatives up for success and prepare their teams for change. Part 2: Applications of ADKAR Refresh of the model Examples of how our clients use ADKAR to improve readiness for change

1. Community of Practice Webinar: 19th September 2018
Revisit your Toolbox: Part 2 – Applications of ADKAR
Presented by Vicky Emery, General Manager

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Agenda
• How does ADKAR fit in Change Management?
– Where did it come from?
– How does it help improve adoption and sustainment of the change?
• ADKAR:
– Revisit the model
– Examples
– How do you use it? Tips
• What is available:
– What is in your eToolkit?
– What else is available via the Prosci Portal?
• Wrap

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Why is change management important?
Current Transition Future Benefits
Current FutureTransition

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If we do not support and equip individual
transitions, then our future state looks nothing like
the future state we expected
F F F F
F F F
F F
F
F F
F F F F F
F F F F F
F F F F F
F F F F F
F F F F F

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F F F F
F F F
F F
F
F F
F F F F F
F F F F F
F F F F F
F F F F F
F F F F F
Instead of
Lower
ROI
Not What We
Expected/
Hoped For
Less Benefit
Realization
Unachieved
Improvement

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Leo Tolstoy
“Everyone thinks of changing the world, but no
one thinks of changing himself.”

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AwarenessA
DesireD
KnowledgeK
AbilityA
Reinforcement®R
The five building blocks for successful change

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The five building blocks for successful change
Change begins with understanding why
What is the nature
of the change?
Why is the
change needed?
What is the risk of
not changing?
Awareness

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Change involves personal decisions
A decision to engage
and participate
A personal choice
What’s in it for me
(WIIFM)?
Desire
The five building blocks for successful change

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Change requires knowing how
Understanding
how to change
Learning
new skills
Training on new
processes and tools
Knowledge
The five building blocks for successful change

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Change requires action in the right direction
Achievement of the desired change
in performance or behavior
The demonstrated capability to
implement the change
Ability
The five building blocks for successful change

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Recognition and rewards
that sustain the change
Actions that increase the likelihood
that a change will be continued
Change must be reinforced to be sustained
Reinforcement®
The five building blocks for successful change

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0
1
2
3
4
5
6
A D K A R
0
1
2
3
4
5
6
A D K A R
0
1
2
3
4
5
6
A D K A R
0
1
2
3
4
5
6
A D K A R
Example ADKAR profiles
Barrier
point =
first score
of 3 or less
Barrierpoint = firstscore of 3or less

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Not everyone changes at the same pace
Person A
Person B
Person C
Person D
Person E
Person F
Person G
Person H
Person I
Awareness Desire Knowledge Ability Reinforcement

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Without Awareness and
Desire you will see:
• Employees asking the
same questions over and
over
• Lower productivity &
higher turnover
• Hoarding of resources
and information
• Delays in implementation
• Employees revert back to
old ways of doing work
• Ultimate utilization is less
than anticipated
• The organization creates
a history of poorly
managed change
• Lower utilization or
incorrect usage of new
systems
• Employees worry whether
they can be successful in
the future
• Greater impact on
customers and partners
• Sustained reduction
in productivity
Without Knowledge and
Ability you will see:
Without Reinforcement
you will see:

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Common questions about ADKAR
• Can someone go ‘backwards’ on ADKAR?
• Which element of ADKAR is the biggest challenge?
• Is it measure once or multiple times?

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Examples of applying ADKAR – Client 1
Our Change Leads have regular contact with the managers and supervisors to
make sure they are comfortable and confident to lead their teams through the
change.
The managers and supervisors are now comfortable with ADKAR and regularly
monitor their team members' progress using ADKAR as the conversation in
team meetings and the measure. This info is then provided to the Change Team
so they can report a consolidated view of ADKAR progress.
Tools used:
ChangeManagementToolkit forManagers

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Examples of applying ADKAR – Client 2
We are using the ‘ADKAR Dashboard’ to send regular anonymous
ADKAR surveys (which can be collated by business unit because of the way the
surveys are sent). This gives the Change Manager a view of ADKAR progress
and insight into which teams need more support without the team members
being "singled out".
Tools used:
ADKAR
Dashboard(purchased viaPortal)

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Examples of applying ADKAR – Client 3
In our organisation, I conducted "ADKAR Conversations" meetings with each of
the impacted groups and their managers. Using the questions in the ADKAR
Assessment, we had team based conversations with lots of opportunity for
questions and concerns to be raised. The outcome of these meetings was to
determine whether the majority of the impacted groups were at ‘Ability’ as it
was almost time for "go-live" ... and they were!
Change Lead
Tools used:
ADKARAssessment inthe PractitionereToolkit

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Examples of applying ADKAR – Client 4
We used ADKAR in our daily team meetings, especially if we were going to talk
about a new product or a project update.
In our meeting area, we would have big post-it butchers paper on the wall, one
for each element of ADKAR, and people could write their questions, ideas, what
they thought the benefits were for us or them (under desire), concerns under
each element, ready for a group discussion or answers in our Big 5 meeting for
the day.
Team Leader
Tools used:None (but teamdid have ADKARbooks)
Aw
D K Ab
R

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Examples of applying ADKAR well – pulse check by
impacted group
• Use the ADKAR Analyzer from the Practitioner eToolkit

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Examples of applying ADKAR well

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Examples of using ADKAR well – ADKAR Dashboard
• NOT part of
your eToolkit
• Purchasable via
Portal
• $60USD per
month or
$600USD a year
• Sends survey
via email
• Collects real
time
anonymous
data

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Examples of using ADKAR well - Mapping ADKAR to
project timelines
Initiate Plan Design Develop Deploy
Kick Off "Go Live"
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Strategy Communications Plan Sustainment
Sponsor Roadmap
Coaching Plan
Training Plan
Resistance
Management Plan
A D K A R

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Mapping ADKAR to project timelines – not like this!
Initiate Plan Design Develop Deploy
Kick Off "Go Live"
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Communications Plan Sustain-
ment
Sponsor Roadmap
Coaching Plan
Training Plan
Resistance
Management Plan
DK A RA

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Tips on using ADKAR well
• There is an ADKAR process to introducing ADKAR
• Engage people in the process to understand why they are where they are
• Ask the team’s leader what their observations are
• Don’t use it as a weapon or label – it is a map of the swiss cheese

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Tips on using ADKAR well – use it to inform your
activity
Communications
Sponsor Roadmap
Training
Coaching
Resistance Management
Individual
outcomes
Awareness
Desire
Reinforcement®
Knowledge
Ability
Change management
plans & deliverables

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If you already have the Practitioner eToolkit, you
already have:
• ADKAR assessment worksheet – printable
• ADKAR Analyzer (enter scores manually)
• Impact Index which includes the ADKAR Analyzer
• Under freesources:
– Webinar replay: Advanced uses of ADKAR

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