Maximizing successful Digital Transformation with ADKAR: The Simply Change Approach
In today's fast-paced business world, companies are racing to adopt new technologies and streamline their processes to stay ahead in the digital revolution. But while embracing change may be thrilling, getting everyone on board and ensuring a smooth transition can be a challenge. That's where change management steps in, providing the roadmap and guidance needed to navigate the twists and turns of digital transformation with ease.
One of the most widely used change management models is the ADKAR model, developed by Prosci, a leading research and consulting firm in change management. McCoy's Change Management practice integrated the ADKAR methodology within their Change Management toolkit. Together, they form the core of our Simply Change approach. Needless to say, our McCoy Change Managers are either trained or certified Prosci Change Practitioners.
The ADKAR model
The ADKAR model outlines the five key components required for individual change: Awareness, Desire, Knowledge, Ability, and Reinforcement.
Awareness refers to the understanding of why change is necessary and the impact it will have on the organization and its employees. This is critical in creating a sense of urgency and getting employees on board with the change.
Desire refers to the motivation for change, which is important to ensure employees are committed to the change and willing to take the necessary steps to make it happen.
Knowledge refers to the understanding of how to change and what is required to make the change happen. This includes trainining and supporting employees to ensure they have the necessary skills to perform their roles effectively in the future situation.
Ability refers to the skills and resources required to implement the change, including the systems and processes needed to support it.
Reinforcement refers to the ongoing support and reinforcement of the change to ensure it becomes a permanent part of the organization's culture.
Prosci's research has shown that organizations that follow the ADKAR model and engage in effective change management practices are more likely to achieve their desired outcomes. Disruption to their business as usual is minimized. Below you can find some interesting results from the Prosci benchmark in 2020.
Methodology
The ADKAR model is a valuable tool in both agile and waterfall project environments. In an agile setting, ADKAR provides a structured approach for the human side of change. It ensures that all stakeholders are engaged and display buy-in to the new solution during project preparations. Each sprint has an iterative focus on Knowledge and Ability. All stakeholders will be ready to adopt the releases that follow up on each other quickly. In a waterfall setting, each stakeholder goes through their individual ADKAR journey in a sequential manner. Whether you work in an Agile or waterfall setting, the ADKAR model provides a flexible and effective way to manage change and ensure that your organization sustains the desired outcomes.
Simply Change Toolkit
Do you need to develop your own Change Management approach and plan for your digital transformation, such as a S/4HANA transition? Luckily, you don’t! Our Simply Change toolkit, enhanced with the ADKAR model, provides a powerful and effective approach to change management that helps organizations navigate the complexities of a digital transformation with confidence and success. Starting with a change strategy and vision, developing training materials and implementing E-learning tools for 'life after Go-Live'. In line with SAP Best Practice, the activities and milestones in our toolkit follow the SAP Activate phases. In that way it is clear what element to prioritize during the several phases of a digital transformation. Want to know more about our Change Management approach? Take a look at our toolkit.
Do you want a successful Digital Transformation?
For a successful Digital Transformation, get in touch with our Change Management Consultants Robin Hazelaar and Kimberly van Ooijen.