Successfully Managing the People-Side of Change
In order to realize the benefits of transformation, what changes to organizational structure are needed?
What are the concerns of individual groups of people? What do they want to know? How and when do they want information and from whom?
Who are the recognized and necessary leaders of change and how will they interact with the people involved?
Everyone won’t love the new way, no matter how hard we try. How will we relate to and handle active and passive resistance?
What learning objectives for the new way are critical? What strategies, curriculums, and formats for learning will be applied to sustain the change?
The old way offers security and comfort for many. Another challenge with the management of change is that many established approaches feel like “ideologies” which have an emotional/psychological focus that offers limited appeal. What if there were an approach to Change Management that simply explained what steps to take to help lead people through the experience based on the kind of change involved? The Prosci Change Management Method is a set of tools to help companies manage change by prescribing practical steps calibrated to the degree of change involved. Trans4mative uses this method exclusively to help our clients manage change.
ADKAR is an acronym that represents five building blocks that bring about successful change. The letters stand for Awareness, Desire, Knowledge, Ability, and Reinforcement.
We’re always thinking about how to ensure adoption and manage change and will often develop an ADKAR-based change strategy for our projects.
Define Change Management strategy Develop sponsorship model
Develop Change Management plans Act and implement Collect & analyze feedback
Manage resistance actively Make corrections Celebrate successes