How do you use change management tools like ADKAR?

Having a system for it really helps. Gather a group of stakeholders who’ll be affected by this change. Let them brainstorm and share. Collect all the insights in a table, where you have separate Columns for each of the letters (ADKAR) In this way you’ll have a structured output you can then build your change management strategy on.

Many changes are rooted in technology and Or processes. Strive to focus and prioritize the experience for your employees and or customers. Allow the processes and technology to enable and enhance the experience. That shift can yield a more successful change (adoption) and subsequent better business results. And remember change isn’t linear. Be prepared to adapt and iterate the plan over time.

You can break up the letters a bit to help understand what to do in each section: AD Campaign - to build awareness and desire, can be accomplished through communication and sponsor support focused on why we are changing and the benefits of the change. K & A - builds knowledge and ability - focuses on training and coaching to ensure the team changing knows the what needs to be done and how to do it. Ensure leaders are prepared to coach the team on the new way when things get tough. R - Reinforcement - gather feedback, measure success, celebrate large and small wins, and make adjustments as necessary. Some actions on your plan will touch multiple sections of ADKAR, just remember all 5 are important.

Don’t glamorize change. Sometimes it’s just better to keep things as they are. Not every change is really needed. That’s why a good critical assessment even before the change process, as described above is really important. It shouldn’t come just out of boredom or available extra budget or CEOs ego.

Co-creation is really key. Give People a chance to contribute and the ownership will increase x-fold. Even if not everyone will contribute, knowing they could is already a game changer.

Reinforcement is vital to sustainment of the change. It is easy for people to slip back into old habits and processes. Measuring progress and celebrating success is a good method of reinforcement. Demonstrating the benefits promised at the beginning of the change reinforce that the effort of change was worth it. Each successful change initiative supports the next change initiative, it becomes a culture of successful change.

Use these 5 CHANGE MODELS 1. The Bridges' Transition Model states that change requires individuals to go through 3 stages: endings, the neutral zone, and new beginnings. 2. Kotter's 8-Step Model: create urgency, form a coalition, develop a vision, communicate the vision, empower employees, create quick wins, consolidate improvements, and institutionalize new approaches. 3. Lewin's Change Model proposes a 3-step process: unfreeze, change, and refreeze. 4. The ADKAR Model emphasizes 5 outcomes: awareness of the need, desire to support, knowledge of how to change, ability to implement, and reinforcement to sustain. 5. McKinsey's 7-S Model highlights 7 factors for change: strategy, structure, systems, skills, staff, shared values, style.

In the end of the day, regardless how toll you use, show the results with numbers will direct changes practitioners practices, bring value for this subject and bring awareness for all stakeholders about their changes.