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    The ADKAR Change Management

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    Sherif_phd
    The ADKAR change management model outlines 5 key stages of change: 1) Awareness of the need for change, 2) Desire to support and participate in the change, 3) Knowledge on how to change, 4) Ability to implement required skills and behaviors, and 5) Reinforcement to sustain the change. The model provides guidance at each stage on critical actions such as communicating the reasons for change, addressing concerns, providing training to build knowledge and skills, and monitoring change with feedback.

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    The ADKAR Change Management

    Uploaded by

    Sherif_phd
    18 views1 page
    The ADKAR change management model outlines 5 key stages of change: 1) Awareness of the need for change, 2) Desire to support and participate in the change, 3) Knowledge on how to change, 4) Ability to implement required skills and behaviors, and 5) Reinforcement to sustain the change. The model provides guidance at each stage on critical actions such as communicating the reasons for change, addressing concerns, providing training to build knowledge and skills, and monitoring change with feedback.

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    The_ADKAR_Change_Management

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    The ADKAR change management model outlines 5 key stages of change: 1) Awareness of the need for change, 2) Desire to support and participate in the change, 3) Knowledge on how to change, 4) Ability to implement required skills and behaviors, and 5) Reinforcement to sustain the change. The model provides guidance at each stage on critical actions such as communicating the reasons for change, addressing concerns, providing training to build knowledge and skills, and monitoring change with feedback.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    18 views1 page

    The ADKAR Change Management

    Uploaded by

    Sherif_phd
    The ADKAR change management model outlines 5 key stages of change: 1) Awareness of the need for change, 2) Desire to support and participate in the change, 3) Knowledge on how to change, 4) Ability to implement required skills and behaviors, and 5) Reinforcement to sustain the change. The model provides guidance at each stage on critical actions such as communicating the reasons for change, addressing concerns, providing training to build knowledge and skills, and monitoring change with feedback.

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    T H E A D K A R C H A N G E M A N AG E M E N T M O D E L

    A D K A R

    AWARENESS DESIRE KNOWLEDGE ABILITY REINFORCEMENT

    › Announce change early to › Gauge the reaction and › Provide adequate, relevant and › Run practice sessions and › Monitor change at a macro,
    employees in a considered and appetite to change - and do engaging training. runthroughs to test with teams team and micro level with
    deliberate way. something with the data. › Fill skill gaps and areasof and iron out issues. effective feedback loops.
    › Explain the reasons behind › Choose champions and concern. Make it relevant, › Set achievable and realistic › Reward engagement in the
    the change, pain points and advocates who will help you useful and aligned to workload. goals and stagger them through process with incentives and
    expected ROI. Make it relevant drive it. › Provide resources, information the change. recognition.
    to them. › Address concerns and and tools to help put the change › Adjust process and systems › Keep channels of
    › Give everyone a chance to resistance and show willing into action. accordingly to fit with the communication open and
    feedback, ask questions and to listen and make change change. share successes and challenges
    suggest ideas. because. openly.

    ENABLEMENT ZONE ENGAGEMENT ZONE

    T H E U N I T E I N N OVAT I O N & T R A N S F O R M AT I O N M O D E L S www.digitalleadership.com/UNITE


    Originally published by Jeff Hiatt in 2006 in ADKAR: “A model for change in business, government and our community“
    Designed by: Digital Leadership AG – digitalleadership.com.

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