Professional Documents
Culture Documents
Change-Management Edited
Change-Management Edited
Management
People side of
change
How things are done How to move from How things will be
today? current to future? done tomorrow?
Organization
Current Transition Future
Future
Current Transition Future
• Lower productivity
• Passive resistance
• Active resistance
• Turnover of valued employees
Develop your
sponsorship model
Comprehensive
Phase 2 – Managing change
Change Develop change management plans
Approach
Phase 3 – Reinforcing change
Organizational attributes
Develop your sponsorship model
Change characteristics
Desire
Phase 2 Managing change A
Develop change management plans D Customized
Knowledge activity
Take action and implement plans
K design
A
Ability
Phase 3 Reinforcing change
R
Collect and analyze feedback
Reinforcement
Outputs:
Communications plan
Supervisory coaching plan
Training plan
Phase 2 -- Managing Change -- can be linked Readiness management plan
to the transition phase. Sponsor roadmap
Project team activities
Master schedule
The ADKAR Model
ADKAR describes the
required phases that
an individual will go
through when faced
with change.
A D K A R
Change
Confusion
Resistance
Fear/
Anxiety
Frustration
Backsliding
R A
D
A A
A A A
A
A A
A A A D D A D A
A A A A A A A A A K A D A D D
D D D A A A A D AA KA
D D
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A D A D D A A A DKAAA AK A KAAD D
DAA A
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D D D DAA DD ADA ADA A K AAA KDD AA AA A
A A AK AA K D A A AK AA K A D KA A AD KA
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AA AA AA A K D R
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Or 1000 people…
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KA
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Adapted from Prosci 2008
Phase 1 Preparing for change
Define your change
management strategy
Phase 3 – Reinforcing Change -- provides
Prepare your change
management team
a framework for assessing and reinforcing
progress within the future state.
Develop your sponsorship model
Best Practices:
• Repeat messages 5 to 7 times
• Use face-to-face
• Answer WIIFM (What’s In It For Me)
• Utilize question and answer format
• Understand their interpretation
Factors Influencing Employee’s
Perspective
on Change