What is the process for a habit?
Cue/Trigger –> Routine –> Reward
What is ADKAR?
A - Awareness of the need to change
D - Desire to support and participate in the change
K - Knowledge of how to change
A - Ability to implement required skills and behaviors
R - Reinforcement to sustain the change
Every change can be viewed from what perspective?
A sender and receiver
A sender is anyone providing information about the change.
A receiver is anyone being given information about a change.
What a sender says and what a receiver hears are often two different messages (sender/receiver disconnect).
Sender needs to answer what questions related to personal impact?
How does this impact me?
How does this impact our group?
How will this change my day-to-day responsibilities?
Best delivered by supervisor - someone they know and trust.
When it comes to messages relating to business issues and opportunities?
What are the business reasons for the change?
How does this change align with our vision, mission and strategy?
What are the risks if we do not change?
Best delivered by CEO or executive leadership.
What defined change leadership or sponsorship?
- Sponsors actively and visibly participate in the change
- Sponsors build a coalition of sponsorship between key business leaders
- Sponsors communicate directly with employees about why change is needed
What are the two types of change?
Type 1 - Incremental change
Type 2 - Radical change
Building awareness of the need to change requires the following components to be addressed:
- What is the nature of the change and how does it align with the vision for the organization?
- Why is the change being made and what are the risks of not changing?
- How will the change impact our organization or community?
- What’s in it for me?
Factors that influence how readily people recognize the need for change:
Factor 1 - A persons view of the current state
Factor 2 - How a person perceives problems
Factor3 - The credibility of the sender
Factor 4 - Circulation of misinformation or rumors
Factor 5 - Contestability of the reasons for change
Factors that will impact the successful achievement of the Knowledge element of the ADKAR model:
Factor 1: The current knowledge base of an individual
Factor 2: The capacity or capability of this person to gain additional knowledge
Factor 3: The resources available for education and training
Factor 4: The access to, or existence of, the required knowledge
Factors influencing desire to support and participate in change
Factor 1: The nature of the change (what the change is and how it will impact them)
Factor 2: The organizational or environmental context for the change (their perception of the organization)
Factor 3: An individual’s personal situation
Factor 4: What motivates them (those intrinsic motivators that are unique to the individual)
Factors influencing the ability to implement change.
- Psychological blocks
- Physical abilities
- Intellectual capability
- Time required to develop the new tool
- The availability of resources to support the development of new abilities
Factors that influence reinforcement to sustain change
Factor 1 – The degree to which the reinforcement is mean- ingful to the person impacted by the change
Factor 2 – The association of the reinforcement with actual demonstrated progress or accomplishment
Factor 3 – The absence of negative consequences
Factor 4 – Accountability systems to reinforce the change
