Change Management Methodology

Change Management Methodology

A discussion on Change Management methodology will not be complete without first knowing what methodology means. According to Wikipedia, a methodology is the systematic, theoretical analysis of the methods used in a given field of study. In other words, a methodology provides a broad set of principles or rules from which specific methods or procedures are derived.

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The ADKAR Model

This is one of the most used models in bringing about change. This model focuses on the people side of ‘change’. Furthermore, the model lays emphasis on how people (employees) support and respond to change. Truly, no change can occur without people driving and sustaining the change initiative.

Bearing this in mind, the ADKAR model uses five (5) key steps in ensuring a smooth transition from the current state to the desired state. The steps are listed below:

Table of Contents

The first stage in the ADKAR model is Awareness of the need for change. At first glance, the term “awareness” may seem inconsequential. However, awareness is an important milestone, and it is required to ensure a successful change process.

Awareness has successfully been created when individuals within an organization can clearly state these two:

1. That they understand the nature of the required change

2. That they understand the need for the change

A desire for change is the second stage in the ADKAR model for organizational change.

It is not enough to only be aware of the need for change. Awareness without action is worthless. As a result, individuals within the organization who have identified the need for change should make the decision to partake in the organizational change process.

When these individuals state their intention, it becomes obvious that a Desire for change has occurred.

Knowledge is the third stage in the ADKAR model for organizational change.

Change Management recognizes two distinct types of knowledge.

1. How to change

2. How to manage change

During the planning process, both types of knowledge are usually fused together. However, without the awareness and desire for change, businesses cannot successfully effect the knowledge required for organizational change.

Ability is the fourth stage in the ADKAR model. This is also the stage where change occurs.

Ability is said to be in effect when individuals in an organization start to reflect the needed changes in a way that achieves the overall expected performance results.

Reinforcement is the fifth and final stage in the ADKAR change model.

Once a project is completed and change is implemented within the organization, the individuals involved are usually ready to move on to the next project. As a result, it is usually difficult to maintain the newly implemented change.

Reinforcement consists of the procedures and steps to take to ensure that the organization sustains the implemented change.

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