TL;DR
- Use the ADKAR model to assess whether your teams are ready for a big change like new systems, processes, etc.
- Knowing how to guide your staff through these 5 stages will help them actually adopt a new change and not see it as a waste of time and resources. The more the people believe in the change, the more likely it is to actually work.
Notes
- Awareness
- This is whether or not your staff actually are aware of the need for change, do they see there is a problem that can be solved? Do they know the reasoning behind the change?
- Desire
- This encompasses not only how open they are to the change, but whether they actually are ready for a change (How adaptable and resourceful are they?).
- Getting key “influencers” on your side across different departments will be a tremendous help (Who do people look to for advice?).
- Knowledge
- This is a lot of training, whether it be external trainers or someone showing the managers how to train, this is how the people actually learn the change.
- Ability
- Practice, assess, and adjust. You need to make sure you can define what “ready” is, and work towards that goal.
- Reinforcement
- Surveys, retraining, and feedback from managers will keep people from losing momentum.
External Resources
https://digitalleadership.com/unite/adkar-model
https://whatfix.com/blog/adkar-model-what-is-it-and-how-to-use-it/