Workplaces these days are constantly changing.
In order to survive and thrive, organisations are always introducing new changes in response to change in the marketplace. Leaders are constantly tweaking processes, upgrading and changing technologies and organisational structures in order to get a competitive advantage, deliver new products and services, and do it more efficiently.
Every change impacts how an employee does their job.
Where there is low tolerance for failure, it’s worth knowing that the success of each change depends on how well these individual employees embrace, adopt and take-on the changes that have been made. This is the role of Change Management
The Prosci Method
The ADKAR model
The Prosci ADKAR® Model is the individual change management component of the Prosci change management methodology. ADKAR describes the five building blocks of successful individual change as awareness, desire, knowledge, ability and reinforcement®.
Here are the questions each part of ADKAR answers:
Awareness of the Need for Change
- Why is the change happening?
- Why is the change happening now?
- What is the risk of not changing?
Desire to Participate in and Support the Change
- What are the personal motivators and organizational drivers that would cause me to support the change?
Knowledge on How to Change
- What knowledge, skills and behaviors are required during and after the change is implemented?
Ability to Implement Required Skills and Behaviors
- How do I demonstrate the ability to do my job the new way?
- What barriers may inhibit me making the change?
Reinforcement to Sustain the Change
- What will make the change stick?
- What are the rewards, recognition, incentives and consequences?
An individual approach to change
Regardless of the change, a person will have successfully changed when they have all of the five components above. Thinking about an organisation, regardless of size, will have changed when every individual has Awareness, Desire, Knowledge, Ability and has reinforced the change.
When a business accepts and adopts an individual approach to change management, change has a better opportunity to succeed, because it allows each impacted person to move from where they are to the future state in their own time and for the reasons that make the most sense to them.
While there are numerous models that provide guidance and structure for project and people change, it’s the unique link between individual change management and organisational change management that sets Prosci’s change management approach apart from the others.
The unique integration of individual change management and organisational change management in the Prosci method, is how business results are achieved through effective change management.
Change delivered in three distinct phases
Prosci’s organizational change management process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology is delivered by trained and experienced Prosci practitioners, and includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.
Phase 1 – Preparing for change
The first phase of the Prosci 3-Phase Process helps change and project teams prepare for designing their change management plans. It answers questions like:
- “How much change management does this project need?”
- “Who is impacted by this initiative and in what ways?”
The first phase provides the situational awareness that is critical for creating effective change management plans.
Phase 2 – Managing change
Phase 3 – Reinforcing change
