Secrets of Sustainable Organizational Change Management Implementation
According to the Harvard Business Review, nearly 58 percent of the businesses that participated in their change survey in 2020 reported that they will need to reinvent their businesses to survive. From restructuring to changes in leadership, fundamental overhauls can make huge waves in the workforce, creating unrest and potential resistance or push back from employees. This can be detrimental for any company needing to implement change.
Any leader who has led a major change program knows that even the most carefully planned programs can fail because of poor implementation. Organizations and their leaders should never assume that all employees understand the reason behind the change. Ensuring your people fully grasp and adopt the changes will make for more successful outcomes and sustainable acceptance of those shifts.
Leading successful change in other people and across whole organizations requires new thinking and new tools. The secret to true change requires a cultural and organizational shift and it starts by knowing how to facilitate change with one person. Change happens at the individual level.
The methodology employed by Management Solutions’ certified change management professionals to support our clients’ change initiatives is the Prosci ADKAR® Model. An acronym for Awareness, Desire, Knowledge, Ability, and Reinforcement, ADKAR defines five milestones an individual must achieve for change to be successfully realized.
- Awareness — Understand the need for change and the nature of the change.
- Desire — Desire to support the change, participate, and engage in it.
- Knowledge — Knowing how to change and how to implement new skills and behaviors.
- Ability — Ability to implement the change and demonstrate performance.
- Reinforcement — The ability to sustain the change and reiterate that the change has occurred.
We help our clients look through the ADKAR lens as they begin to navigate changes within their organizations and help them map out their plans using this model from the beginning.
From helping to identify employee resistance to change, to aiding employees’ transition by developing a personal change management plan, the ADKAR model helps an organization’s change initiatives come to life on a business and individual level. Successful change is a result of both dimensions of change maturing simultaneously.
Change is a word that generates uneasiness for most of us. However, successful organizations understand that delivering unacceptable results and maintaining the status quo is not tenable in the long term.