What are the most important considerations for ADKAR digital transformation governance?

2 Why is ADKAR digital transformation governance important?

ADKAR digital transformation governance is important because it recognizes that digital transformation is not only a technical project, but also a human one. It acknowledges that people are the key drivers and enablers of change, and that they need to be engaged, motivated, informed, supported, and rewarded throughout the change process. By using ADKAR digital transformation governance, you can increase the likelihood of achieving your desired outcomes, reduce the risks of resistance, confusion, frustration, and turnover, and create a culture of continuous improvement and innovation.

3 How to use ADKAR digital transformation governance?

To use ADKAR digital transformation governance, you need to follow four steps: first, assess the current state of your organization and identify the gaps and opportunities for improvement in each of the ADKAR elements. Second, define the desired state of your organization and specify the benefits and value proposition of the change for your stakeholders. Third, design and implement the digital transformation plan using the ADKAR model as a guide, ensuring that you provide adequate resources, support, and feedback to your employees. Finally, review and refine the digital transformation plan, monitoring and evaluating the progress and impact of the change, and adjusting the plan as needed. Celebrate successes and recognize contributions to reinforce the change by embedding it in policies, procedures, systems, and culture.

4 What are the best practices for ADKAR digital transformation governance?

When implementing ADKAR digital transformation governance, it's important to involve your employees from the start. Ask for their opinions, suggestions, and concerns, and empower them to take ownership and responsibility. Make sure that your digital transformation goals are clear, realistic, and aligned with customer needs. Provide ongoing communication and education to explain the why, what, how, when, and who of the transformation. Additionally, support your employees with tools, resources, training, and guidance. Create a safe environment where they can ask questions and express emotions. Recognize and reward their participation and performance in the process. Acknowledge their efforts, achievements, and improvements. Offer them incentives and opportunities for growth and development. Reinforce desired behaviors and outcomes while discouraging undesired ones.

5 What are the common challenges and pitfalls for ADKAR digital transformation governance?

Common challenges and pitfalls for ADKAR digital transformation governance can include lack of awareness and understanding of the need for change, lack of desire and motivation to participate, lack of knowledge and skills to implement and sustain it, lack of ability and confidence to perform, and lack of reinforcement and recognition to sustain and embed it. Employees may not be aware of the external and internal factors driving the change, or may have misconceptions or fears about it. They may also have low trust or confidence in the leadership, or face personal or professional barriers that prevent them from embracing it. Additionally, employees may not have the necessary information, training, or resources to learn and apply new technologies, processes, or behaviors. They may also lack the feedback or guidance to improve their performance or overcome obstacles, as well as opportunity or support to practice and demonstrate their new knowledge and skills. Furthermore, employees may not receive adequate rewards or incentives for their participation or performance in the change, nor appreciation or acknowledgement from their leaders. They may also face competing priorities that undermine the change or results.