Adkar Model and Kotter’s 8 Step Change Model
Adkar Model
The models of change that I have chosen to describe are the ADKAR model and Kotter’s 8 step change model. The ADKAR model is mainly used to help identify and drive change as well as a tool to understand any gaps that are needed to strengthen along the change process. It is also a useful framework for planning change within an organization, before implementation, and in the execution phase of the change management process. This process begins with five key goals that are the basis of the model; awareness of the need to change, desire to participate and support the change, knowledge of how to change, ability to implement the change on a daily basis, and reinforcement to keep the change in place. Each step in the ADKAR model focuses on people and how to create the right conditions for those affected by change to eventually adopt new behaviors and ways of working.
The ADKAR model allows you to instantly identify where the process is breaking down and which ones are being overlooked. It also can help you plan effectively for a new change or diagnose why a current problem is failing. To use the ADKAR effectively you have to understand the underlying framework for change initiatives. The two dimensions in which change occurs are the business dimension and the people dimension. Successful change happens when both dimensions of change occur simultaneously. The ADKAR model can be used to diagnose employee resistance to change help employees transition through the change process, create a successful action plan for personal and professional advancement during change and develop a change management plan for your employees. In conclusion, the ADKAR model can be used to help prepare people for change, create a transition plan and also be used to gauge current change performance, highlighting any gaps in and areas of improvement in real time, within the five phases of the model.
The most important step in the Cotters 8 change model process is to create a sense of
The models of change that I have chosen to describe are the ADKAR model and Kotter’s 8 step change model. The ADKAR model is mainly used to help identify and drive change as well as a tool to understand any gaps that are needed to strengthen along the change process. It is also a useful framework for planning change within an organization, before implementation, and in the execution phase of the change management process. This process begins with five key goals that are the basis of the model; awareness of the need to change, desire to participate and support the change, knowledge of how to change, ability to implement the change on a daily basis, and reinforcement to keep the change in place. Each step in the ADKAR model focuses on people and how to create the right conditions for those affected by change to eventually adopt new behaviors and ways of working.
The ADKAR model allows you to instantly identify where the process is breaking down and which ones are being overlooked. It also can help you plan effectively for a new change or diagnose why a current problem is failing. To use the ADKAR effectively you have to understand the underlying framework for change initiatives. The two dimensions in which change occurs are the business dimension and the people dimension. Successful change happens when both dimensions of change occur simultaneously. The ADKAR model can be used to diagnose employee resistance to change help employees transition through the change process, create a successful action plan for personal and professional advancement during change and develop a change management plan for your employees. In conclusion, the ADKAR model can be used to help prepare people for change, create a transition plan and also be used to gauge current change performance, highlighting any gaps in and areas of improvement in real time, within the five phases of the model.
The most important step in the Cotters 8 change model process is to create a sense of
References: http://www.mindtools.com/pages/article/newPPM_94.htm www.change-management.com Nahavandi, Afsaneh, The Art and Science of Leadership (6th Ed.)