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Prosci Webinar: Advanced Applications of ADKAR

© Prosci 2016. All rights reserved. 1

© Prosci Inc. All rights reserved. 1

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Advanced Applications of ADKAR®

Prosci Webinar: Advanced Applications

of ADKAR®

© Prosci 2016. All rights reserved.


Common language

Outcome orientation

Timing guidance

Measurement framework

Coaching framework

ADVANCED APPLICATIONS OF ADKAR




“The secret to successful change lies beyond the visible and busy activities that surround change. Successful

change, at its core, is rooted in something much simpler:

How to facilitate change with one person.”

Jeff Hiatt

© Prosci Inc. All rights reserved.

“The achievements of an organization

are the results of the combined effort of each

individual.”

Vince Lombardi 4





The Five Building Blocks for Successful Change

Knowledge

Ability

Desire

Awareness

Reinforcement®

6




Awareness

Knowledge

Ability

Desire

Reinforcement®

What is the nature of the change? Why is the change needed?

What is the risk of not changing?

Change begins with understanding why

7


Knowledge

Ability

Desire

Awareness

What’s in it for me (WIIFM)? A personal choice

A decision to engage and participate

Change involves personal decisions

Reinforcement®

8




Desire

Ability

Knowledge

Awareness Change requires knowing how

Understanding how to change Training on new processes and tools

Learning new skills Reinforcement®

9


Desire

Knowledge

Ability

Awareness Change requires action in the right direction

The demonstrated capability to implement the change

Achievement of the desired change in

performance or behavior Reinforcement®

10




Desire

Knowledge

Ability

Reinforcement®

Awareness

Actions that increase the likelihood that a change will be continued

Recognition and rewards that sustain the change

11

Change must be reinforced to be sustained


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 Outcomes

12




Common language

Outcome orientation

Timing guidance


Coaching framework



Common language

Outcome orientation

Timing guidance


Coaching framework





The importance of common language…





ለዉጥ

17

change تغييرпромяна

更改 lave om

verandering

changement Veränderung שינוי

değişim thay đổi เปลี่ยนแปลง

byta

cambio

o'zgarish

ngarobah परिवर्तन

изменение تغییر دادن

zmiana


Creating common language

18

1. ADKAR for ADKAR

2. Make it visible

3. Make it applicable

4. Make it fun




Getting started: common language

Build awareness


Common language

Outcome orientation

Timing guidance


Coaching framework





ADKAR gives us the individual milestones we achieve with organizational change management activities


For Practitioners:

“What are we trying to achieve?”

Communications that build awareness

of the need for change

Communications plan “because we

should have a communications plan”




Organization CM drives ADKAR

23

Awareness Desire Knowledge Ability Reinforcement

Communications

Sponsor Roadmap

Coaching

Resistance Management

Training


For Leaders and Managers

24

“What are you trying to achieve right now?”

Build awareness of the need for the new ERP system

by sharing details of our

profitability forecasts

at this town hall meeting.

Speak at this town hall meeting.




Getting started: outcome orientation

Ask: what outcome are we trying to achieve?


Common language

Outcome orientation

Timing guidance


Coaching framework





ROI predictions assume high levels of ability and proficiency

at or soon after go-live


When to start change management

28

0%

0%

20%

13%

85%

10%

13%

18%

28%

40%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Closure

Implementation

Design

Planning

Initiation

When did CM activities start?

When would you start CM activities next time?

From Best Practices in Change Management – 2016 Edition




What it usually looks like “Go Live” Kick off

ADKA R

General Project

Lifecycle

Individual Change Journey

Milestones

Major events

29

Phase 3: Reinforcing

Change

Phase 2: Managing Change

Phase 1: Preparing

for Change

Organizational Change Mgmt

Activities

Prosci 3-Phase Process™

Prosci ADKAR

Model

Plan Design Develop Deploy Initiate


What it could look like

Plan Design Develop Deploy

“Go Live” Kick off


Change


Phase 1: Preparing

for Change

A D K A R

General Project

Lifecycle


Milestones


Activities

Major events

Prosci ADKAR

Model


30

Initiate




Questions to ask:

•  How much Ability must we have at go-live to hit ROI assumptions?

•  How much Ability can we afford to develop after go-live?

•  How long will building Ability take? •  When do we need to start AD and K ahead

of building Ability?

31


Getting started: timing guidance

Ask: what does

“ability at go-live” mean for this change?




Common language

Outcome orientation

Timing guidance


Coaching framework



How do we measure CM?

Early Mid Late

Organizational Performance

Individual Performance

Change Management Performance

Prosci Change Scorecard




Measuring with ADKAR

Plan Design Develop Deploy

“Go Live” Kick off


Change


Phase 1: Preparing

for Change

A D K A R

General Project

Lifecycle


Milestones


Activities

Major events

Prosci ADKAR

Model


35

Initiate


Methods for individual measurement 1.  Surveys 2.  Observing and

communication 3.  Tests and assessments 4.  Performance evaluations

and KPI’s Data from Best Practices in Change Management – 2016 Edition

36




Awareness and Desire: •  Repetitive questions •  Lower productivity •  Turnover •  Hoarding information •  Delays

Knowledge and Ability: •  Low utilization •  Incorrect usage •  Concern for success •  Customer impact •  Sustained productivity

reduction

Reinforcement: •  Revert to old ways •  Utilization low •  History of failed change

Observing barrier points:


Measuring ADKAR throughout the project lifecycle provides critical guidance to your change management strategy




Getting started: measurement framework

Pick one group and

one method to measure


Common language

Outcome orientation

Timing guidance


Coaching framework





Communicator Liaison Advocate Resistance Manager Coach

41

Manager roles in change


Managers struggle to coach

12%

11%

28%

28%

24%

49%

53%

23%

26%

23%

0% 10% 20% 30% 40% 50% 60%

Coach

Resistance Mngr

Advocate

Liaison

Communicator

Ineffective Effective

42 From Best Practices in Change Management – 2016 Edition




Don’t send managers into the battlefield unarmed


Providing ADKAR as a tool

44

1.  Help managers internalize ADKAR and their own views of changes

2.  Teach managers to use ADKAR in conversations – assessment vs. informal

3.  Train managers to pinpoint barrier points 4.  Empower managers to clear the

barriers




Getting started: coaching framework

Help the leader

help themselves


Common language

Outcome orientation

Timing guidance


Coaching framework


Build awareness

Ask: what outcome are we trying to achieve?

Ask: what does “ability at go-live” mean for this change?

Pick one group and one method to measure

Help the leader help themselves




ADKAR DASHBOARD

Create custom surveys

Identify barrier points

Measure progress

Start your free two-week trial at prosci.com/adkar-dashboard-trial

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