For the leadership to bring about an effective transformation across organization, the ADKAR model proves to be one of the winning formulas. This acronym translates as below: Awareness: An overall awareness of why and how the current process is incompetent, leads to recognition of the ideas that the change management proposes.
Desire: Willingness to change and move out of the status quo is what the leadership must look for in the organization. Change Management can only prove to be effective when there is reduced opposition and greater support.
Knowledge: Transition from the old to the new can only come with proper training and understanding of the new ideas.
Ability: A certain level of tolerance to failure is also something that the leadership should be capable of. This inspires the team to originate and try better line of attacks, without being anxious.
Reinforcement: Once the pilot or the prototype has proved to be operational, or a project packet has been successful, the organizational change management should try and augment it, thereby promoting a wholesome transformation.
For change and progress to bind itself to the culture of an organization, the people should be willing to adapt themselves to the surge. Leaving behind deep-rooted procedures and adjusting to better ones, should be ingrained into the mindset of both the work-staff as well as the higher management.
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