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ADKAR: A Model for Change in Business, Government and our Community

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Why do some changes fail while others succeed? How can you make sense of the many tools and approaches for managing change? How can you lead change successfully, both in your personal life and professional career? After more than 14 years of research with corporate change, the ADKAR model has emerged as a holistic approach that brings together the collection of change managem Why do some changes fail while others succeed? How can you make sense of the many tools and approaches for managing change? How can you lead change successfully, both in your personal life and professional career? After more than 14 years of research with corporate change, the ADKAR model has emerged as a holistic approach that brings together the collection of change management work into a simple, results oriented model. This model ties together all aspects of change management including readiness assessments, sponsorship, communications, coaching, training and resistance management. All of these activities are placed into a framework that is oriented on the required phases for realizing change with individuals and the organization. The ADKAR perspective can help you develop a "new lens" through which to observe and influence change. You may be working for change in your public school system or in a small city council. You may be sponsoring change in your department at work. You may be observing large changes that are being attempted at the highest levels of government or you may be leading an enterprise-wide change initiative. The perspective enabled by the ADKAR model allows you to view change in a new way. You can begin to see the barrier points and understand the levers that can move your changes forward. ADKAR allows you to understand why some changes succeed while others fail. Most importantly, ADKAR can help your changes be a success. Based on research with more than 2600 companies from 59 countries, ADKAR is a simple and holistic way to manage change.


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Why do some changes fail while others succeed? How can you make sense of the many tools and approaches for managing change? How can you lead change successfully, both in your personal life and professional career? After more than 14 years of research with corporate change, the ADKAR model has emerged as a holistic approach that brings together the collection of change managem Why do some changes fail while others succeed? How can you make sense of the many tools and approaches for managing change? How can you lead change successfully, both in your personal life and professional career? After more than 14 years of research with corporate change, the ADKAR model has emerged as a holistic approach that brings together the collection of change management work into a simple, results oriented model. This model ties together all aspects of change management including readiness assessments, sponsorship, communications, coaching, training and resistance management. All of these activities are placed into a framework that is oriented on the required phases for realizing change with individuals and the organization. The ADKAR perspective can help you develop a "new lens" through which to observe and influence change. You may be working for change in your public school system or in a small city council. You may be sponsoring change in your department at work. You may be observing large changes that are being attempted at the highest levels of government or you may be leading an enterprise-wide change initiative. The perspective enabled by the ADKAR model allows you to view change in a new way. You can begin to see the barrier points and understand the levers that can move your changes forward. ADKAR allows you to understand why some changes succeed while others fail. Most importantly, ADKAR can help your changes be a success. Based on research with more than 2600 companies from 59 countries, ADKAR is a simple and holistic way to manage change.

30 review for ADKAR: A Model for Change in Business, Government and our Community

  1. 4 out of 5

    Michelle

    I was required to read this book for work. It does a fine job of explaining the ADKAR methodology. It repeated many of the messages to help you remember. It also provides practical case studies of successful use of ADKAR. What was odd was the case studies of changes that failed because they didn’t use ADKAR. The success stories were about business process changes and even the simple reuse your towel cards in hotel rooms. But the failures include Peak Oil Reform, social security reform and the Cl I was required to read this book for work. It does a fine job of explaining the ADKAR methodology. It repeated many of the messages to help you remember. It also provides practical case studies of successful use of ADKAR. What was odd was the case studies of changes that failed because they didn’t use ADKAR. The success stories were about business process changes and even the simple reuse your towel cards in hotel rooms. But the failures include Peak Oil Reform, social security reform and the Clinton health care reform. Really? They couldn’t cite some change failures that were more on par with rolling out a new knowledge base system at the office?

  2. 5 out of 5

    Bob Selden

    IN ADKAR, Hiatt sets out to show why some changes fail when others succeed; how to make sense of the many methods and tactics for change; and how to lead change successfully. The book scores well on all three aims. ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement – a simple acronym for the elements required to be managed in any successful change process. Through identification and then assessment of all the various components of the change, scores are allocated on a 5 poin IN ADKAR, Hiatt sets out to show why some changes fail when others succeed; how to make sense of the many methods and tactics for change; and how to lead change successfully. The book scores well on all three aims. ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement – a simple acronym for the elements required to be managed in any successful change process. Through identification and then assessment of all the various components of the change, scores are allocated on a 5 point scale to indicate which elements require most attention. It was interesting to note that my review of ADKAR coincided with the sharp rise in oil prices in July 2008 and the resultant impact on world trade. Written in 2006, Hiatt uses the ADKAR model to demonstrate why the world did not learn from the oil crisis of the 70’s. Knowledge scores a 3, Desire and Ability 2, Awareness and Reinforcement 1 – a very powerful demonstration of the application of the model. The book goes on to give practical tips and examples of how each of the ADKAR elements can be developed and implemented into any change process. There’s also a good summary chapter with key points and a tables to show quickly which change management activities will help enable change to occur. This is a useful and practical change management book – easy to read and apply by practising managers.

  3. 4 out of 5

    Petra Gleason

    This was another book assigned for our yearly development. This doesn't really tell you anything new if you've read self improvement books for work before. But, it does go over it again in a very easily understood way and has some great examples of the ADKAR principle. This was another book assigned for our yearly development. This doesn't really tell you anything new if you've read self improvement books for work before. But, it does go over it again in a very easily understood way and has some great examples of the ADKAR principle.

  4. 4 out of 5

    Ahmad

    Change management can be a daunting and a painfully theoretical topic, but in case you're new to the topic (just like me) and getting a PhD in Organizational Design is not feasible for you, then I recommend you pick up ADKAR. It's IMO the most pragmatic and down to earth change management process out there. The ADKAR change management process is comprised of the following states: Awareness, Desire, Knowledge, Ability and Reinforcement. The way you manage change according to ADKAR is that you beg Change management can be a daunting and a painfully theoretical topic, but in case you're new to the topic (just like me) and getting a PhD in Organizational Design is not feasible for you, then I recommend you pick up ADKAR. It's IMO the most pragmatic and down to earth change management process out there. The ADKAR change management process is comprised of the following states: Awareness, Desire, Knowledge, Ability and Reinforcement. The way you manage change according to ADKAR is that you begin by spreading Awareness as to "Why?" the change needs to happen, and what does that mean for everyone, then you entice Desire in the group to change so that the group can avoid negative consequences, move away from threats, take on new opportunities and achieve better results. Once Awareness and Desires are managed, you move to sharing Knowledge on how to change, by training and coaching people, and then go on to demonstrate the Ability that the change was implemented through designing accountability mechanisms and feedback loops. Lastly, every change needs a Reinforcement strategy in order for the group to avoid Backsliding and sustain it in the future. This book does a good job at getting the reader to take their first few steps but leaves you hanging as to how to implement it, and for that I recommend supplementing your reading with their ADKAR Guides which are freely available online, as well as some of their success stories: - Guides: https://empower.prosci.com/the-prosci... - Success Stories: https://www.prosci.com/resources/succ...

  5. 5 out of 5

    Tara Brabazon

    Would you trust an engineer to provide models of change for 'personal lives' and 'professional careers'? Let me ask the question again. Would you trust a book that had (only) two pages of double spaced references, most of which are published by his business, Prosci Inc? The remainder of the references include such 'classics' as Malcolm Knowles' The Modern Practice of Adult Education, published in 1980. So we have an acronym - ADKAR (awareness, desire, knowledge, ability, reinforcement). We have a Would you trust an engineer to provide models of change for 'personal lives' and 'professional careers'? Let me ask the question again. Would you trust a book that had (only) two pages of double spaced references, most of which are published by his business, Prosci Inc? The remainder of the references include such 'classics' as Malcolm Knowles' The Modern Practice of Adult Education, published in 1980. So we have an acronym - ADKAR (awareness, desire, knowledge, ability, reinforcement). We have a commitment to change that is rarely seen outside of a Troskyite Splinter Cell. Yet what is lacking is an understanding of work, of families, of money, of motivation and of - obviously - the political economy. This book was published in 2006. The Global Financial Crisis transformed - forever - the belief in 'managers' and 'leaders'. The international economy was brought to its knees because of the need for more money, rapid change and a singular commitment to individual success. We need better theories of change than this. We need better theories of work than this.

  6. 5 out of 5

    Reggie Carlisle

    This book was a part of a training course I attended. The system seems simple, yet that is the strength of the method (not a weakness). The ADKAR model is applicable is so many circumstances that I cannot recommend it enough. That being said, the book is not really thrilling as just something to read. Without taking the time to consider the application, you are going to struggle with the book. (If you're not reflecting, you're not learning) This book was a part of a training course I attended. The system seems simple, yet that is the strength of the method (not a weakness). The ADKAR model is applicable is so many circumstances that I cannot recommend it enough. That being said, the book is not really thrilling as just something to read. Without taking the time to consider the application, you are going to struggle with the book. (If you're not reflecting, you're not learning)

  7. 5 out of 5

    Tathagat Varma

    ADKAR is a very simple yet effective model of understanding and implementing personal as well as organizational change. It helps practitioners, managers and change agents relate to the progression of change in one's lives, and to pinpoint where exactly they might be losing the steam. I highly recommend this book to anyone new to understanding change management ADKAR is a very simple yet effective model of understanding and implementing personal as well as organizational change. It helps practitioners, managers and change agents relate to the progression of change in one's lives, and to pinpoint where exactly they might be losing the steam. I highly recommend this book to anyone new to understanding change management

  8. 5 out of 5

    Christine Grabowski

    I read this book in preparation for the Prosci course I am attending soon. It was an easy to read book that will be a wonderful reference on change management projects. In one small book it summarized what I have learned in years of change management into one concise place using a standard set of vocabulary.

  9. 5 out of 5

    Streator Johnson

    I had to read this book for a class I will be taking. It is a book that discuss a methodology for making change within an organization. It seems to be a coherent process. Not sure I will ever use it. But one never knows.

  10. 5 out of 5

    Darren Atkins

    Change Management All the right questions at the right time in the right sequence can go miles to successfully implementing change in a business or organization. I've seen many failed business initiatives for lack of a change management process. Change Management All the right questions at the right time in the right sequence can go miles to successfully implementing change in a business or organization. I've seen many failed business initiatives for lack of a change management process.

  11. 4 out of 5

    Nick Brown

    I started this book because of a course I was attending at work and it is definitely one of the best business (and self-help?) oriented books I've read. It's short, to the point, and the key points are all very practical and concrete. I started this book because of a course I was attending at work and it is definitely one of the best business (and self-help?) oriented books I've read. It's short, to the point, and the key points are all very practical and concrete.

  12. 4 out of 5

    Shane Bell

    Actionable guidance on effective change management.

  13. 5 out of 5

    Barry Bridges

    Basic introduction to the ADKAR model for change. You can spend $4,000 and three long days, or you can read this book.

  14. 5 out of 5

    Bruce

    Liked the Switch model for change better.

  15. 5 out of 5

    Sarah Gillis

    Easy and quick read! Provides an easy model to understand the change management process and how to apply it to your personal and professional life.

  16. 5 out of 5

    John Sorensen

    I read this as part of my Change-Management course. Excellent overview of the topic based on a simple mnemonic.

  17. 4 out of 5

    Dan

    Simplistic, bureaucratic and little to no support or reasoning given for the points being made.

  18. 4 out of 5

    Joanna

    Push through Great concepts, but like many books of this nature, it’s a bit dry and often repetitive. Still worth it for those executing projects that impact people!

  19. 5 out of 5

    Cristian Soto

    Great, simple and practical book about how to make changes that lasts

  20. 5 out of 5

    Miyuki

    Surprisingly simple. It was a good way for me to learn about change management.

  21. 5 out of 5

    John Burton

    Adapted throughout government in Australia. However, most research is based on US experience.

  22. 5 out of 5

    Michael Conroy

    Read as part of preparing for interview for Tech Adoption Director. If I’m honest it bored me...

  23. 4 out of 5

    Frances

    Eh. Marginally useful. Could have been a short article.

  24. 4 out of 5

    Jackson Cutsor

    For the time it takes to read it and the value obtained I give it 4 stars. The simple framework can be explored when trying to change people. Time well spent.

  25. 4 out of 5

    Elle

    Awareness is is not enough. You must create the Desire to Change. Equip the team with Knowledge and Ability. Finally Reinforce the Change.

  26. 4 out of 5

    Ana Paula

    Fantastic quick read for all people managers! Was a bit repetitive on certain topics but definitely provides great insight and a great tool for change.

  27. 4 out of 5

    Luke

    clear overview of core change mgt principles but it felt repetitive. some real world examples given were great, others lacking.

  28. 5 out of 5

    Andrei

    Very structured and simple approach to change management, a true classic. Author provides step-by-step guidance and shares tools too.

  29. 4 out of 5

    DALE Sabo

    Effective method I think. Short easy read with concrete examples.

  30. 5 out of 5

    Claire

    I guess these types of books still count.....

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