Written by: Dimitris Papadimitriou
Original LinkedIn Post

Using the ADKAR Model as a New Manager to Drive Change

As a new manager or even as a startup founder, driving change in your team can be one of the most challenging tasks. You need all the means to achieve it and to ensure that everyone on the team is on board. This is where the ADKAR model comes in handy.

It is a popular model that can help you organize your steps easily and efficiently. The ADKAR model was developed by Jeff Hiatt, founder of Prosci, a leading change management consulting firm. Hiatt first introduced the model in his book ADKAR: A Model for Change in Business, Government, and our Community, published in 2006.

In this article, we will discuss how the ADKAR model can help new managers drive change in their teams. We will explore each of the five steps in detail and provide tips on how to implement them successfully.

Explore the ADKAR model

The ADKAR model provides a structured approach to help you achieve your goals efficiently and effectively.

By breaking down the change process into manageable steps, the model can help you guide your team through the complexities of change, ensuring that everyone is on board and working towards a common goal.

Let’s take a closer look at the five steps as explained in the model. Every step is critical in the success of the model:

Awareness - Understanding the Need for Change

The first step in the ADKAR model is awareness. At this stage, the team must understand the need for change. As a new manager, it is essential to communicate why the change is necessary and what impact it will have on the team and the organization as a whole.

To ensure that your team understands the need for driving change, you must communicate with them effectively. You can use various communication channels, such as team meetings, emails and one-on-one sessions, to explain why the change is essential.

When communicating, ensure that you are clear, concise, and consistent in your message. For changes that will have a great impact to you and/or your team, we propose if applicable in person meetings.

Desire - Strengthening the Desire for Change

The second step in the ADKAR model is desire. At this stage, the desire for change must be strengthened by identifying the benefits and addressing any concerns.

As a new manager, you need to make your team aware of the benefits of the change and how it will positively impact their work and the organization.

To strengthen the desire for driving change, involve your team in the change process. Ask for their input, ideas, and suggestions. Address any concerns they may have and provide reassurance where necessary.When your team feels involved in the process, they are more likely to be motivated and committed to the change.

Knowledge - Acquiring the Necessary Knowledge

Knowledge is power as they say. That’s why the third step in the ADKAR model is knowledge. At this stage, the team must acquire the necessary knowledge to make the change.

Being a new manager comes with the responsibility to provide your team with the necessary training and/or resources to ensure that they have the knowledge to implement the change effectively.

To acquire the necessary knowledge, provide your team with adequate training, manuals, and resources. Encourage them to ask questions and seek clarification where necessary. Ensure that the training and resources provided are relevant, easy to understand, and accessible.

Ability - Developing the Capacity to Implement Change

The fourth step in the ADKAR model is ability. Here, the team must develop the capacity to implement change effectively. As a new manager, you need to ensure that your team has the necessary skills and resources to implement the change successfully.

To develop the capacity to implement change, provide your team with the necessary tools and resources. Encourage them to practice and apply what they have learned. Provide feedback and support where necessary.

When your team has the capacity to implement change, they are more likely to be open to change and become the ones driving change as well.

Reinforcement - Strengthening Change to Ensure its Finalization

The fifth and final step in the ADKAR model is reinforcement. At this stage, change must be strengthened to ensure that it is finalized and respected. As a new manager, you need to ensure that your team is committed to the change and that they continue to implement it effectively.

Make sure that you are consistent in your approach and that you continue to reinforce the change over time. Celebrate successes and be prepared to adjust your approach if needed to ensure that the change is fully embedded into your team's culture.

Changing the Scene

Managing change can be a daunting task not only for new managers but also for experienced ones. However, by using a model like ADKAR, you can make the process more achievable. This is one of the things we love at Business Pathways about the ADKAR model. Simplicity and efficiency.

And this is also one of the reasons that it becomes so popular during our Leadership training programs! By breaking down the change process into these five steps, it becomes much more understandable and less tedious by those involved.

Remember to focus on building awareness, desire, knowledge, ability, and reinforcement within your team and to communicate clearly and effectively throughout the process.