Implementing change processes within a company is known as one of the greatest challenges an organization can face. Multiple studies have shown that not only are the technical aspects and organizational structure important, but that the “ Soft Side, ” or the employees, play an increasingly significant role in achieving the desired goals.
Three factors are central here:
1. Ultimate use: how many employees embrace the new working method?
2. Competence: How competent are employees once the transition has been made?
3. Speed of adoption: how quickly do you involve your employees in the change process.
In this blog we will use the ADKAR model to positively influence these 3 factors.
Change management and structured approach
It is important to use a structured approach to stimulate the human side of change as best as possible. The ADKAR model is a methodology from Prosci, it is mainly intended as a coaching instrument to help employees during the change process.
The model consists of five letters, these five letters represent the five steps you have to go through.
Step 1: Awareness
The first step in the change process is to become aware of the need for the change. As soon as you want to implement a change, it is important that you involve your employees directly and therefore indicate why change is necessary. If you indicate why it is necessary, they will be more likely to accept the change. If you do not do this, resistance may arise.
Step 2: Desire
The second step is to create a desire to actually realize this change. A desire can arise from passion for the company, but the desire can also arise from personal gain. If you handle the change well, new career opportunities may arise, such as a new (higher) position, more respect from employees, respect from management or a salary increase.
Step 3: Knowledge
Step three is gaining knowledge to realize the change. Lack of knowledge among employees is often a culprit. Precisely because it concerns a change, you cannot expect your employees to already have the knowledge to implement the change. It is therefore important that they first have enough knowledge. Ultimately, people must be able to convert knowledge into actions.
Step 4: Ability
Competence is therefore also the fourth step and indicates whether people are capable of realizing the desired change. Some people have the competencies to realize the change and some do not. Help your employees to become competent, offer them courses or training so that they become competent and can realize the change.
Step 5: Reinforcement
As a final step, actions are also required to safeguard and further expand, or in other words, strengthen the change. This prevents employees from falling back into old habits. Therefore, continue to talk to people about (wrong) old habits or hold evaluation conversations to ask how things are going. This takes time, but is certainly appreciated. If employees see that you are doing everything you can to implement the change, they will do so too.
Business Improvement
Do you want to apply change management immediately, but don't know how? Or are you unsure whether change management is right for you? We are happy to help you get started with your Business Improvement.
Let people grow
The core of good leadership is getting the best out of your people. That starts with understanding what drives each team member and where his or her talents lie. Not everyone is motivated by the same things. One employee wants autonomy, another seeks recognition, and yet another thrives on new challenges.
As a manager, it is your task to recognize those individual drivers and align your approach accordingly. A personal development conversation is a good tool for this. Not the formal performance review, but an open dialogue about ambitions, needs, and possibilities. Teams in which employees feel seen and heard perform demonstrably better.
Invest in your growth with a Next Generation Management training at Kenneth Smit. For over 35 years, the partner for professionals who want to move forward.
