Prosci Method
ADKAR
Trusted senders
Overcoming resistance
100

Why is OCM important?

People need to change their behavior. Business goals must be met. The status quo is expensive. Projects are more successful with OCM.

100

If employees lack <<blank>>, they will be left wondering what a change is necessary.

Aware of the need for change.

100

Who is the trusted sender for personal impact messages?

Employee's supervisor.

100

What are the top reasons for employee resistance?

Lack of awareness of the reason for the change Change in role Fear Lack of support from and trust in management or leadership Lack of inclusion in the change

200

What is the business case of change?

The why and outcome for those impacted.

200

What building block do we mistakenly jump to when our first reaction is “send them to training”?

Knowledge of how to change.

200

Who is the trusted sender for organizational-level messages?

Business leaders.

200

What are the top reasons for manager resistance?

Organizational culture Lack of awareness and knowledge about the change Lack of buy-in Misalignment of project goals and personal incentives Lack of confidence in their ability to manage the people side of change.

300

What is organizational change management?

A business discipline methodology and is focused on the people side of change.

300

What is the definition of the ADKAR barrier point?

The barrier point is the first ADKAR element that is insufficient and impedes change progress. A score of three or below is a barrier.

300

What are the five key roles of people managers?

Communicator, Liaison, Advocate, Resistance manager, coach. CLARC

300

What is the nature of resistance?

Resistance is natural. People resist for a reason. You can't eliminate resistance – you can mitigate it.

400

What are the five elements of ADKAR?

Awareness. Desire. Knowledge. Ability. Reinforcement.

400

What is the most challenging ADKAR barrier point for people managers to address?

Lack of desire.

400

What are the two parts of preparing people managers for the change?

Prepare the people manager to adapt and support the change. Prepare the people manager to help their teams adapt and accept the change. Don't forget that you are in a similar role to a people manager and will need to prepare yourself, as well.

400

Names some reasons people resist.

Answers on slide 39
500

What are the five tenets of change management?

We change for a reason. Organizational change requires individual change. Organizational outcomes are the collective results of individual change. Change management is an enabling framework for managing the people side of change. We apply change management to realize change's benefits and desired outcomes.

500

What are some consequences of missing ADKAR elements?

Answers on slide 18.

500

Why are people managers so important for a successful change?

Employees trust them, they are close to where the change happens, they mitigate resistance, they build support, they are a preferred sender.

500

What are some tactics to mitigate resistance?

Be as transparent as possible – if you can’t act on feedback or don’t have an answer, parking lot recommendations for future discussion.?

Constantly scan the environment for change. Partner on choices and talk about options and consequences. Provide a forum for feedback with trust that they are valued and heard. 

Communicate early and often. WIIFM. Business case for change. How the change will happen. Relevant status updates. How the change impacts the team and individuals.