ADKAR Change Model Assignment Help

The Prosci ADKAR model founded by Jeff Hiatt is an acronym and it states the five outcomes of the individual that must be achieved for making the change successful- awareness, desire, knowledge, ability, and reinforcement. When this model is applied to the organizational change it allows the leaders and the management teams to focus on their activities and this drives them towards the achievement of organizational goals. It is a simple framework that is easy to use for everyone in the organization. The employees, senior leaders, and managers can use ADKAR for discussing the change together. This model is a holistic approach used to train the employees by the managers of the organization. Due to the importance of this model in the business field, the Management students are given assignments on this topic. However, the students due to lack of proper understanding of the topic take ADKAR Change Model assignment help from BookMyEssay.

ADKAR Change Model

The ADKAR Model helps to understand the needs of an individual during a change in the workplace and says about the kind of support that can be provided to them to change successfully.

Awareness – If any change is implemented but the employee is not aware of that change he may feel it is a waste of time. Awareness regarding the change in an organization is critical. The awareness messages in an organization are highly effective when they are delivered from the senior most leaders of the organization.
Desire – If the employee does not desire to change then he may be resistant and in this situation, the direct manager of the employees can help. They are very close to the employees and thus through conversations, managers can help them in uncovering the reasons for their resistance and help in removing the barriers.
Knowledge – Knowledge building must be provided only after awareness and desire milestones have been achieved. If training is given before the employees shall not connect to the change and engage in building knowledge. Training must be specific to the role of employees.
Ability – If the employees possess knowledge but not the ability they might not get the step right. To bridge this gap the employees should be imparted coaching where after making mistakes they can ask questions. Change takes place once the ability is achieved.
Reinforcement – If the reinforcements are not in place the employees use the old spreadsheets rather than the new ones. Reinforcements should be in place for sustaining the changes. If the employees revert to the old habits and processes they may need more coaching or training.

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