Community of Practice Webinar: 19 th September 2018

Revisit your Toolbox: Part 2 – Applications of ADKAR

Presented by Vicky Emery, General Manager
Agenda
• How does ADKAR fit in Change Management?
– Where did it come from?
– How does it help improve adoption and sustainment of the change?
• ADKAR:
– Revisit the model
– Examples
– How do you use it? Tips
• What is available:
– What is in your eToolkit?
– What else is available via the Prosci Portal?
• Wrap

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Why is change management important?

Current Transition Future Benefits

Current Transition Future

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If we do not support and equip individual
transitions, then our future state looks nothing like
the future state we expected

F F F F F F F F F

F F F F F F F F

F F F F F F F

F F F F F F

F F F F F F F

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 F F F F F F F F F

F F F F F F F F

F F Instead of F F F F F

F F F F F F

F F F F F F F

Lower Less Benefit Unachieved Not What We

ROI Realization Improvement Expected/
Hoped For

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 “Everyone thinks of changing the world, but no
one thinks of changing himself.”

Leo Tolstoy

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The five building blocks for successful change

A Awareness

D Desire

K Knowledge

A Ability

R Reinforcement®

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The five building blocks for successful change
Change begins with understanding why

Awareness

What is the nature Why is the What is the risk of

of the change? change needed? not changing?

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The five building blocks for successful change
Change involves personal decisions

Desire

What’s in it for me A decision to engage

A personal choice
(WIIFM)? and participate

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The five building blocks for successful change
Change requires knowing how

Knowledge

Understanding Training on new Learning

how to change processes and tools new skills

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The five building blocks for successful change
Change requires action in the right direction

Ability

The demonstrated capability to Achievement of the desired change

implement the change in performance or behavior

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The five building blocks for successful change
Change must be reinforced to be sustained

Reinforcement®

Actions that increase the likelihood Recognition and rewards

that a change will be continued that sustain the change

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 Example ADKAR profiles Bar
p o in r ie r
t
s c o = f i rs t
re o
6 6 or l f 3
e ss
5 5

4 4

3 3

Barrier 2 2
point = 1 1
first score 0 0
of 3 or less A D K A R A D K A R

6 6

5 5

4 4

3 3

2 2

1 1

0 0
A D K A R A D K A R

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Not everyone changes at the same pace

Awareness Desire Knowledge Ability Reinforcement

Person A

Person B

Person C

Person D

Person E

Person F

Person G

Person H

Person I

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 Without Awareness and Without Knowledge and Without Reinforcement
Desire you will see: Ability you will see: you will see:

• Employees asking the • Lower utilization or • Employees revert back to

same questions over and incorrect usage of new old ways of doing work
over systems • Ultimate utilization is less
• Lower productivity & • Employees worry whether than anticipated
higher turnover they can be successful in • The organization creates
• Hoarding of resources the future a history of poorly
and information • Greater impact on managed change
• Delays in implementation customers and partners
• Sustained reduction
in productivity

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Common questions about ADKAR
• Can someone go ‘backwards’ on ADKAR?
• Which element of ADKAR is the biggest challenge?
• Is it measure once or multiple times?

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Examples of applying ADKAR – Client 1
To o ls u
se d :
Chang
Our Change Leads have regular contact with the managers and supervisors to M anag e
make sure they are comfortable and confident to lead their teams through the em ent
To o lk it
fo
change. M anag r
e rs
The managers and supervisors are now comfortable with ADKAR and regularly
monitor their team members' progress using ADKAR as the conversation in
team meetings and the measure. This info is then provided to the Change Team
so they can report a consolidated view of ADKAR progress.

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Examples of applying ADKAR – Client 2
To o ls u
se d :
ADKAR
D a sh b
o a rd
We are using the ‘ADKAR Dashboard’ to send regular anonymous ( p u rc h
a se d v
ADKAR surveys (which can be collated by business unit because of the way the P o r ta l ) i a
surveys are sent). This gives the Change Manager a view of ADKAR progress
and insight into which teams need more support without the team members
being "singled out".

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Examples of applying ADKAR – Client 3
To o ls u
se d :
ADKAR
In our organisation, I conducted "ADKAR Conversations" meetings with each of A sse ss
the impacted groups and their managers. Using the questions in the ADKAR m ent i
th e P r n
a c t it io
Assessment, we had team based conversations with lots of opportunity for ner
e To o lk
questions and concerns to be raised. The outcome of these meetings was to it
determine whether the majority of the impacted groups were at ‘Ability’ as it
was almost time for "go-live" ... and they were!

Change Lead

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Examples of applying ADKAR – Client 4
We used ADKAR in our daily team meetings, especially if we were going to talk
about a new product or a project update. To o ls u
None se d :
In our meeting area, we would have big post-it butchers paper on the wall, one ( b u t te
d id h a am
for each element of ADKAR, and people could write their questions, ideas, what ve A D K
AR
they thought the benefits were for us or them (under desire), concerns under b o o ks
)
each element, ready for a group discussion or answers in our Big 5 meeting for
the day.

Team Leader

Aw D K Ab R

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Examples of applying ADKAR well – pulse check by
impacted group
• Use the ADKAR Analyzer from the Practitioner eToolkit

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Examples of applying ADKAR well

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Examples of using ADKAR well – ADKAR Dashboard
• NOT part of
your eToolkit
• Purchasable via
Portal
• $60USD per
month or
$600USD a year
• Sends survey
via email
• Collects real
time
anonymous
data

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Examples of using ADKAR well - Mapping ADKAR to
project timelines
Kick Off "Go Live"

Initiate Plan Design Develop Deploy

A D K A R
Phase 1: Phase 2: Phase 3:
Preparing M anaging Reinforcing
for Change Change Change

Strategy Communications Plan Sustainment

Sponsor Roadmap

Coaching Plan

Training Plan

Resistance
M anagement Plan

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Mapping ADKAR to project timelines – not like this!
Kick Off "Go Live"

Initiate Plan Design Develop Deploy

K ADA R
Phase 2: Phase 3:
M anaging Reinforcing
Change Change

Communications Plan Sustain-

ment
Sponsor Roadmap

Coaching Plan

Training Plan

Resistance
M anagement Plan

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Tips on using ADKAR well
• There is an ADKAR process to introducing ADKAR
• Engage people in the process to understand why they are where they are
• Ask the team’s leader what their observations are
• Don’t use it as a weapon or label – it is a map of the swiss cheese

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Tips on using ADKAR well – use it to inform your
activity
Change management Individual
plans & deliverables outcomes

Communications Awareness

Sponsor Roadmap Desire

Coaching Knowledge

Resistance Management Ability

Training Reinforcement®

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If you already have the Practitioner eToolkit, you
already have:
• ADKAR assessment worksheet – printable
• ADKAR Analyzer (enter scores manually)
• Impact Index which includes the ADKAR Analyzer
• Under freesources:
– Webinar replay: Advanced uses of ADKAR

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