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What are the most effective ways to use the ADKAR change management framework in business innovation?

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Business innovation is the process of creating and implementing new or improved products, services, processes, or models that create value for customers, stakeholders, and the organization. However, innovation often requires change, and change can be challenging to manage effectively. That's why many business innovators use the ADKAR change management framework to guide their innovation efforts.

The ADKAR framework, developed by Prosci, is based on five elements that are essential for successful change: Awareness, Desire, Knowledge, Ability, and Reinforcement. By addressing each element, the framework helps to overcome the common barriers and resistance that can hinder innovation. In this article, we will explore some of the most effective ways to use the ADKAR framework in business innovation.

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Bryan Eckert

?? More Unicorns, Fewer Failures, No Carnage // Defeating the "2-6-2 Failure Paradigm" // Diagnosing and Remediating…

1 Assess the current state

Before you start any innovation project, you need to assess the current state of your organization, your customers, and your market. This will help you identify the gaps, opportunities, and needs that your innovation will address. You can use various tools and methods to conduct your assessment, such as surveys, interviews, focus groups, SWOT analysis, benchmarking, or customer journey mapping. The goal is to gain a clear understanding of the current situation and the desired outcomes of your innovation.

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Bryan Eckert

?? More Unicorns, Fewer Failures, No Carnage // Defeating the "2-6-2 Failure Paradigm" // Diagnosing and Remediating Root Causes of Poor Performance // Change Without Chaos
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Ongoing real-time situational awareness is something I've found helpful. Change management driven by situational awareness needs to be a way of life, not a project; change never stops, and change management shouldn't, either. In my experience, it's rare an organization suddenly has 500 too many employees, or too much inventory, or a top-line revenue shortage. Current state situational awareness is critical to early identification of problems to fix, and opportunities to exploit.

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2 Create awareness and desire

Once you have defined your innovation goals and scope, you need to create awareness and desire among your stakeholders, especially your employees and customers. Awareness means that they understand the need for change and the benefits of your innovation. Desire means that they are motivated and committed to support and participate in the change. You can create awareness and desire by communicating your vision, value proposition, and success criteria, as well as by involving them in the design and testing of your innovation.

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Bryan Eckert

?? More Unicorns, Fewer Failures, No Carnage // Defeating the "2-6-2 Failure Paradigm" // Diagnosing and Remediating Root Causes of Poor Performance // Change Without Chaos
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Communicate, comunicate, comunicate! In my experience, awareness requires communication. Communication of all the nitty gritty, not infrequently ugly, details. Vulnerability and humility are also vital in admitting and effectively telling the story of why change is needed, why change is needed now, and what happens if the change management initiative fails. Helping foster the desire to actively participate in the change initiative (vs. lack of desire or outright resistance) is achievable only through honest communication. Post mortems of change initiatives in my experience always indicated more communication was needed. Address awareness, desire, and communication in your change management planning pre-mortem.

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3 Provide knowledge and ability

After you have generated awareness and desire, you need to provide knowledge and ability to your stakeholders, especially your employees and customers. Knowledge means that they have the information and skills to implement and use your innovation. Ability means that they have the resources and support to apply their knowledge and overcome any obstacles. You can provide knowledge and ability by offering training, coaching, mentoring, documentation, feedback, and troubleshooting for your innovation.

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4 Reinforce the change

Finally, you need to reinforce the change to ensure that your innovation is sustained and adopted by your stakeholders, especially your employees and customers. Reinforcement means that they receive recognition, rewards, and incentives for their efforts and achievements, as well as feedback and evaluation to measure the impact and results of your innovation. You can reinforce the change by celebrating successes, sharing best practices, addressing issues, and providing continuous improvement opportunities for your innovation.

The ADKAR framework is a powerful tool for business innovation, as it helps you to plan, execute, and monitor your change initiatives in a systematic and human-centered way. By applying the framework to your innovation projects, you can increase the likelihood of achieving your innovation goals and creating value for your organization and your customers.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective ways to use the ADKAR change management framework in business innovation?

1

2

3

4

5

1 Assess the current state

2 Create awareness and desire

3 Provide knowledge and ability

4 Reinforce the change

5 Here’s what else to consider

Business Innovation

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What are the most effective ways to use the ADKAR change management framework in business innovation?

1

2

3

4

5

1 Assess the current state

2 Create awareness and desire

3 Provide knowledge and ability

4 Reinforce the change

5 Here’s what else to consider

Business Innovation

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