Wipfli CPAs and Consultants



ADKAR change management approachUse the ADKAR change management tool to assist in the development of effective communication and support activities to coach and lead employee through the change.ADKARObjectiveTacticsExamplesAwarenessof the need for changeProvide compelling reasons for the change and emphasize the risk of not changingExplain why the change is necessaryProvide updates on project milestones and outcomes, as availableCommunicate through multiple channelsUse Executive Sponsor to communicate “why”Equip Sponsors and Agents to communicate/affirm messagesMake information easily and readily accessibleFace to face MeetingsTeam MeetingsOne-on-One CommunicationsTown HallEmailNewslettersIntranetExecutive PresentationsPhone ConferencesVideo MessagingPoster/BannersVideo MessagesDemonstrationsDisplay BoardsDesire to participate in and support the changeIdentify the specific benefit of changing to the individualAnticipate and address the perceived losses to the individual as a result of the change Provide opportunities for individuals to process and receive support for the changeAssess impact and anticipated resistanceEstablish incentivesEngage employees in the change processEquip Sponsors & Agents to be change leadersRoundtable Meetings with Executive SponsorUpdate performance management system/process Change Management TrainingSystem WalkthroughsUser Acceptance TestingKnowledge on how to changeProvided detailed information on how to perform a new process, tool or behaviorClarify expectations for behavior and performance during and after the changeProvide training and education on the skills and behaviors needed to changeOffer training and education programsCreate job-aidsEstablish user groups and forumsProvide one-on-one coachingJob-AidsPeer learning programsFAQsWebinarsAbility to demonstrate skills and behaviorsProvide opportunities to demonstrate ability to perform new process, tool or behaviorIdentify and remove barriers that impact abilityCreate a safe environment that allows employees to practice and make mistakes without retributionProvide access to Subject Matter ExpertsProvide hands-on exercise during trainingEquip Managers/Supervisors to monitor performanceOffer accommodations for physical and intellectual capabilitiesOffice HoursQ&A SessionsObservation & Feedback RequestsDevelopment PlansReinforcement to sustain the changeCelebrate short- and long-term successesMonitor adoption and successesCreate opportunities for feedback that lead to continuous improvementEffectively associate rewards and consequences to desired behavior or outcomes Establish meaningful rewards and recognition systems for accomplishmentsReduce unintended negative consequences Perform audits Communicate success and failure storiesIndividual RewardsTeam RewardsInterviewsFocus GroupsSurveysAdapted from A Model for Change in Business, Government and Our Communities ................
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