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Julwel A. Kenney, Ph.D., MBA, MS, CCMP, CDC, CPCMP, CMEC
Certified Master Executive Coach
Transformation Doctor
Training, Change Management, & Coaching Consulting Company
Email us:
info@jkppd.com
Change Management
Change happens at the individual level. For a group or organization to change, all the individuals within that group or organization must change. This means that to affect change in our organizations, businesses and communities, we must first understand how to affect change one person at a time. The Prosci ADKAR Model is a framework for understanding and managing individual change. It provides structure and tangible guidance for leaders who want to motivate change in others.
Why is Change Management Important?
Change Management allows employees to transition from their Current State to the Future State of the initiative and process once they understand how it will benefit them and the organization to avoid the Swiss cheese future state due to lack of understanding.
Change Management enables you to achieve your expected results and outcomes by preparing, equipping, and supporting individuals through their change journeys. By driving adoption and usage, you improve initiative success.
We collaborate and communicate to achieve your objectives’ key performance and result indicators (KPIs/KRIs) to measure your success in creating a continuous changing and learning organization.
Understanding Change at an Individual Level
Change happens at the individual level. For a group or organization to change, all the individuals within that group or organization must change. This means that to affect change in our organizations, businesses and communities, we must first understand how to affect change one person at a time. The Prosci ADKAR Model is a framework for understanding and managing individual change. It provides structure and tangible guidance for leaders who want to motivate change in others.
ADKAR is an acronym that represents the five milestones or outcomes an individual must achieve for change to be successfully realized: awareness, desire, knowledge, ability and reinforcement. When applied to organizational change, this model allows leaders and change management teams to focus their activities on what will collectively drive individual change and produce organizational results.