Change Management: Why Transformation Efforts Fail
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Some change management models have more steps – some have fewer. In all honesty, no matter if you call it restructuring, total quality management, cultural change or any other name, if the majority (70%-80%), of your senior leadership team AND your employees do not share a vision and are excited by the prospects, your change management goals will be at serious risk.
Whether you are working on how to include working from home into your hybrid workspaces or looking to bring a new Supply Chain Solution into your workspace, your process and how you approach change does matter.
Your process matters because it will be the path everyone shares. But what model should you choose? There is nothing wrong with many of the models out there like Kotter’s eight stage or McKinsey’s seven stage models. Your choice should work IF their steps are diligently completed. That said, I do like the simplicity of the ADKAR model. I also like how each of step of the ADKAR model unmistakably embraces the recognition that people and a commitment to a shared vision are at the centre of change – especially step number three. Too often I see too much focus on process and policy and far too little on approaching your employees and taking the time to discuss the benefits of change and explore options with the people change will have the greatest impact on.
The ADKAR Model:
Awareness of the need for change
Desire to participate and support the change
Knowledge of how to change
Ability to implement desired skills and behaviours
Reinforcement to sustain the change
So, if you are wondering why transformation efforts fail and how you can avoid them, I recommend that early on you take a deep breath and patiently include everyone in discussions as you explore all the important questions and opportunities that arise as you work through each of ADKAR’s five steps. What are the important questions and opportunities that will arise? I suggest nobody can tell you until you begin including your greatest assets – your people.
Thank you for spending time with me today and exploring our quick article about Why Transformation Efforts Fail. I hope this has helped guide you through your Change Management journey.
Bruce
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