ApplyingtheProsciADKAR®Model

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Thesecrettosuccessfulchangeliesbeyondthe

visibleandbusyac@vi@esthatsurroundchange.

Successfulchange,atitscore,isrootedin

somethingmuchsimpler:Howtofacilitatechange

withoneperson.

JeffHiaI

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UnderstandingIndividualChange

Troubleshoo2ngIndividualChange

ExtendingIndividualChange

APPLYING THE PROSCI ADKAR MODEL

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UnderstandingIndividualChange

Troubleshoo2ngIndividualChange

ExtendingIndividualChange

APPLYING THE PROSCI ADKAR MODEL

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Changeisnotaswitch

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The Five Building Blocks for Successful Change

Knowledge

Ability

Desire

Awareness

Reinforcement®

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Knowledge

Ability

Desire

Awareness

Reinforcement®Whatisthenatureofthechange?

Whyisthechangeneeded?Whatistheriskofnotchanging?

Changebeginswithunderstandingwhy

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Knowledge

Ability

Desire

Awareness

Reinforcement®What’sinitforme(WIIFM)?

ApersonalchoiceAdecisiontoengageandpar@cipate

Changeinvolvespersonaldecisions

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Knowledge

Ability

Desire

Awareness

Reinforcement®Understandinghowtochange

TrainingonnewprocessesandtoolsLearningnewskills

Changerequiresknowinghow

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Knowledge

Ability

Desire

Awareness

Reinforcement® DemonstratedabilitytoimplementchangeChangeintheperformanceorbehavior

Changerequiresac@onintherightdirec@on

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Knowledge

Ability

Desire

Awareness

Reinforcement® Ac@onsthatensureachangewillcon@nueRecogni@onandrewardstosustainchange

Changemustbereinforcedtobesustained

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Individual Change Management Outcomes

A Awareness “Iunderstandwhy…”

R Reinforcement “Iwillcon@nueto…”

A Ability “Iamableto…”

K Knowledge “Iknowhowto…”

D Desire “Ihavedecidedto…”

Whenyoucreate: Youhear:

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Real Life Example of ADKAR

SAVEOURPLANET

DearGuest,Everydaymillionsofgallonsof

waterareusedtowashtowelsthathaveonlybeenusedonce.

YOUMAKETHECHOICE:

Atowelontherackmeans“Iwilluseagain.”

Atowelonthefloormeans:“Pleasereplace.”

ThankyouforhelpingusconservetheEarth’svitalresources.

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The Five Building Blocks for Successful Change

Knowledge

Ability

Desire

Awareness

Reinforcement®

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“Offersastructuredapproachforthepeoplesideofchange:ADKARisnotjustawayoftalkingaboutchange,butalsoprovidesaframeworkforchange

management.

“Iseasytouse:ADKARdis@llsthechangeprocessintothemostbasicyetcri@calelements,makingitvery

simpleandeasytouse.

Most Common Responses from Research ParJcipants

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UnderstandingIndividualChange

Troubleshoo2ngIndividualChange

ExtendingIndividualChange

APPLYING THE PROSCI ADKAR MODEL

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Pick a change you’re working on right now

OnyourWorksheet:

Write your change in…

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ifullyunderstandthereasonsforthischange.

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ifullyunderstandthereasonsforthischange.

OnyourWorksheet:

Write your change in…

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ihavechosentosupportand

par6cipateinthischange.

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ihavechosentosupportand

par6cipateinthischange.

OnyourWorksheet:

Write your change in…

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ IhavetheknowledgeIneedofhowtochangeandbesuccessfulinthischange.

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ IhavetheknowledgeIneedofhowtochangeandbesuccessfulinthischange.

OnyourWorksheet:

Write your change in…

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ihavetheabilitytoimplementthe

changeandperformthe

requiredskillsandbehaviors.

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Ihavetheabilitytoimplementthe

changeandperformthe

requiredskillsandbehaviors.

OnyourWorksheet:

Write your change in…

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Meaningfulreinforcementsareinplacethatwillhelpmecon6nueandsustainthischange.

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Knowledge

Ability

Desire

Awareness

Reinforcement®

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

“ Meaningfulreinforcementsareinplacethatwillhelpmecon6nueandsustainthischange.

OnyourWorksheet:

Write your change in…

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Barrier Point: ThefirstADKARelementthatisinsufficientandimpedes

changeprogress.

*feeling“neutral”isabarrier.

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A

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

D K A R

*thefirstelementthatis“neutral”orbelowisthebarrierpoint

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StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

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OnyourWorksheet:

Write your change in…

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BarrierpointstelluswheretofocusouraIen@oninordertomakeprogress.

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SequenJal but not Linear

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

StronglyAgree

Agree

Neutral

Disagree

StronglyDisagree

A D K A R

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UnderstandingIndividualChange

Troubleshoo2ngIndividualChange

ExtendingIndividualChange

APPLYING THE PROSCI ADKAR MODEL

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ADKAR Defines Success: For One Person or OrganizaJon-Wide Changes

Ortwentypeople…

Orfivepeople…

Changewithoneperson

Or1000people…

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The achievements of an organization

are the results of the combined effort of

each individual.

Vince Lombardi

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OrganizaJons are Made Up of Individuals

Current Transi2on Future

C C C C C

C C C C C

C C C C C

C C C C C

C C C C C

T T T T

T T T T

T T T T

T T T

T T T T

T

T

T

T T

T

F F F F

F F F

F F F

F

F F

F

FF

F F

F F

F F

F

F

F

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If we do not support and equip individual transiJons, 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

Insteadof

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WithoutAwarenessandDesireyouwillsee:

•  Employeesaskingthesameques@onsoverandover

•  Lowerproduc@vity&higherturnover

•  Hoardingofresourcesandinforma@on

•  Delaysinimplementa@on

•  Employeesrevertbacktooldwaysofdoingwork

•  Ul@mateu@liza@onislessthanan@cipated

•  Theorganiza@oncreatesahistoryofpoorlymanagedchange

•  Loweru@liza@onorincorrectusageofnewsystems

•  Employeesworrywhethertheycanbesuccessfulinthefuture

•  Greaterimpactoncustomersandpartners

•  Sustainedreduc@oninproduc@vity

WithoutKnowledgeandAbilityyouwillsee:

WithoutReinforcementyouwillsee:

OrganizaJonal Symptoms

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Not Everyone Changes at the Same Pace

PersonA

PersonB

PersonC

PersonD

PersonE

PersonF

PersonG

PersonH

PersonI

Awareness Desire Knowledge Ability Reinforcement

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ConnecJng OrganizaJons Change to Individual Change

A D K A RCommunica@onSponsorshipCoachingTrainingResistanceManagement

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UnderstandingIndividualChange

Troubleshoo2ngIndividualChange

ExtendingIndividualChange

APPLYING THE PROSCI ADKAR MODEL