ADKAR
What word in the ADKAR acronym represents the very first step that every individual or organization must go through when a change is introduced?
Awareness
An employee says "I didn't even know this was happening." Which ADKAR gap is this?
Awareness
What is change management?
Process of helping people adopt a new way of working.
What usually upsets people during an organizational change?
People are not usually upset by what is changing. People get upset by how change is handled.
According to ADKAR, this is the element that asks "Will this stick?"
Reinforcement
Someone has been trained, but keeps reverting to the old way a month after go-live. Which ADKAR element needs attention?
Reinforcement
What does ADKAR stand for?
Awareness, Desire, Knowledge, Ability, Reinforcement
True or False:
People resist change no matter what.
False – people change all the time willingly; if they resist, they have a reason.
What two words in the ADKAR acronym are addressed in part with with an effective Training Plan?
Knowledge and Ability
A supervisor says "I get it, I just don't see why we need to change." What are they telling you?
Desire gap — they lack motivation to support the change
What are the two main phases that people and organizations go through when a change is introduced (as shown in the Change Curve)?
Resistance phase
Acceptance phase
What is a key question to strive to answer to promote Desire?
WIIFM (What’s in it for me?)
ADKAR says you can't mandate this — you have to earn it.
Desire
An employee completed training, says they understand the new process, but freezes up when they try to use it on the job. What's the real gap?
Ability — they have Knowledge but can't yet apply it in practice
A project delivers new software on time and on budget, but six months later most staff are still using the old workaround. Name two ADKAR elements that were likely missed.
Any two of — Desire, Ability, Reinforcement
When confronted with stubborn pockets of resistance, where should you shift your focus?
Will yourself to shift your focus to your early adopters and make sure they are thriving.
The momentum started by the early adopters will lead to a tipping point which holdouts will find increasingly difficult to resist.
In ADKAR, this is the term for the first element where someone scores low — the point where change gets stuck.
Barrier point
I plan to announce a change and tell people to sign up for training. Once people get trained, I expect that they will adopt the change.
What's missing in this change management plan?
I haven't considered how to foster Desire.
This is why a performance dip right after go-live is expected — and why planning for it matters.
People have Knowledge but haven't yet built Ability — it takes time and practice to reach full proficiency
What are the four quadrants shown in the video that you need to speak to when you’re trying to convince someone to change?