Failed change is rarely due to resistance.
It's because a proper framework wasn't used.
And a structured roadmap wasn't put in place.
That's where the ADKAR model by Jeff Hiatt comes into play.
It provides the structure and framework for effective change management.
Which, by the way, is critical to any business.
Without change, you don't evolve, and you get left in the dust.
This is how it works:
Awareness 👋
↳ Create an understanding of the objective.
Desire ✋
↳ Cultivate a personal drive to embrace change.
Knowledge 🧠
↳ Equip your team with the necessary understanding of a new system.
Ability 💪
↳ Empower individuals and teams with the capacity to enact change.
Reinforcement 🔄
↳ Strengthen the innovation introduced by the change process.
If you read the sheet, you'll find a breakdown of each stage.
And typically, the perceived value of the model is low to begin with.
But with time, people gain knowledge, ability, and they recognise the tangible value.
These are 3 best practices for ADKAR that I've picked up:
1. Lead from the front 🙋🏻♂️
Change doesn't start with a process.
It starts from the leader.
2. Make progress visible 🏔️
If people can see the impact...
That's what keeps them invested.
3. Reward behaviour, not outcomes 🏆
This builds a culture of genuine progressions.
Which leads to results !
And so, if you want change in a business, consider your approach.
The wrong one can cost time, money, and even relationships.
Credits to Chris Donnelly, make sure to follow!
https://tinyurl.com/4r7nxsjs