Create A Response By Using The Following Directions, Provide Three
The ADKAR model is an outcome-oriented change management method that aims to limit resistance and achieve goals in organizational change efforts. It is based on understanding how humans experience change and was developed in the '90s after an analysis of successful and unsuccessful changes. The model focuses on five project goals: awareness, desire, knowledge, ability, and reinforcement. It is widely recognized and can be used for both individual and organizational change management. Overall, the ADKAR model provides a framework for effectively managing change and promoting successful outcomes.
When applying the ADKAR methodology to a change within the context of Becton Dickinson (BD), several important considerations need to be evaluated. The ADKAR model, which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, provides a valuable framework for understanding change at both the individual and organizational levels.
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List or describe the skills and knowledge needed for the change
- Identify the specific skills and knowledge required for the proposed change within BD, such as technological proficiency, strategic understanding, and operational expertise.
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Assess overall proficiency in each area
- Evaluate the current proficiency level in the identified skills and knowledge, providing justification for each rating, whether it is low, medium, or high.
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Review evaluations and rate overall ability to change
- Consider the assessments from step 2 to rate the overall ability to change on a scale of 1-5, justifying the rating based on the collected data.
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List or describe the reinforcements needed for the change
- Determine the reinforcements required to sustain the change, such as training programs, incentives, or supportive leadership.
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Assess the adequacy of the reinforcements
- Rate the adequacy of the reinforcements on a scale of 1-5, justifying the rating by considering the effectiveness of the identified reinforcements.
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Create an ADKAR profile graph based on the scores
- Using the scores derived from the above steps, generate an ADKAR profile graph, highlighting the areas of strength and those requiring attention.
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Identify the areas with the lowest scores
- Highlight the areas with the lowest scores, as these will serve as the starting points for the transition and change management efforts.
Also, consider whether there are any surprises in the ADKAR profile graph and assess why they are surprising or expected based on the context of the change and the organization.
References:
- Hiatt, Jeffrey M. "ADKAR: a model for change in business, government and our community." Prosci, 2006.
- Hayes, Brian. "How to Implement ADKAR for Change Management." Managementis, 2020.
- Prosci. "ADKAR: A Model for Change in Business, Government and our Community." Prosci, 2019.
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