Framework for Change for Everyone
Empowering everyone to manage the changes in their lives. Let's acknowledge that Change is happening all the time. Some of this change is out of our control, much of the change was initiated by us. Our response to change is critical and this framework will help us stay strong in a world that seems to be in chaos.
Before we get started let's understand a basic framework for change. The framework was developed by the Prosci organization after years of research and proves true in multiple contexts. The framework is captured in the acronym A.D.K.A.R.
The process happens sequentially and this is important, as oftentimes, people get stuck and seeping back and looking at this framework will help them understand what phase they are actually struggling with. This is what ADKAR stands for:
Awareness of the need for Change
Desire for Change
Knowledge of how to Change
Adoption of the Change
Reinforcement of the Change
I've delivered a bunch of keynotes and workshops using this framework and the response has always been amazing and empowering. I have also used this in personal coaching situations with leaders who have been promoted into a new organization or into a new role and are struggling to move things forward. IT also has incredible application in your personal wellness journey, but there is not enough space in this post to go into this.
The dark side of change
Since 2020 this world has been turned upside down ... or has it ? Since 2020 I have been immersed into the world of freedom and political groups and providing support where I can to help real people deal with the turmoil they have been unwillingly thrown into. In this context I have helped people understand HOW governments and related organizations use the above framework to forcefully change entire people groups. The focus in these session is on understanding the various dynamics of how governments and their agencies create "an awareness of the need for change" to manipulate and take more power. We demonstrate how "emergencies" are created or exaggerated to create a set of emotions in whole population groups, who then ASK for the government to step in and create a solution to "the problem". Cynics, like me, generally assume that the problem was created by the same people who are now suggesting the solution. This is an age old machiavellian strategy.
Your biggest Resistors are often your biggest supporters
On the positive side I often get called into large organizations that are having to introduce large changes based on changes in the market, mergers & acquisitions, new leadership team etc. In these contexts I work with the executive team to understand the drivers for change and the various stakeholders involved. Once I get that context I focus on working with the rest of the organization to gauge their understanding or AWARENESS of the need for change. Oftentimes employees resist the change because they are concerned about how the changes will affect real , on the ground operations. It is important that these concerns are raised and we then deal properly with these concerns and insert them into the ADKAR framework to make sure that they get addressed at the correct part of the process. For example, how will the change impact system xyz? (Knowledge of how to change). It is often the case that those who "seemed resistant to change" are actually your strongest advocates once you understand their concerns and the conversation is how will their concerns be addressed. I've delivered this in the context of some of the largest Change Programs in Europe and Canada.
Anyway, there are a bunch of contexts for delivering this framework and I'd love to hear from you to see how we can help you and your organization move forward.
Send us a message and we'll find a way to connect.