Navigate Change With ADKAR and Organizational Change Management Coaching

In today’s fast-paced business environment, change is inevitable but it doesn’t need to be a constant uphill battle. One way that organizations can prepare for unexpected change is by having a strong organizational change management (OCM) strategy.

An OCM strategy can help a business continuously adapt to market conditions, technological advancements and competitive pressures.

Following the Prosci® ADKAR Model, a change management framework, and exploring OCM coaching can further strengthen an organization’s ability to ensure that changes are adopted, implemented and sustained successfully.

The ADKAR model guides individuals and organizations through the change process. The acronym ADKAR stands for awareness, desire, knowledge, ability and reinforcement.

Incorporating the ADKAR model into your OCM strategy provides a structured approach to managing change and helps individuals and teams adapt to new processes, systems or structures.

1. Awareness
   Create awareness of the need for change. This involves communicating the reasons for change, the risks of not changing and the expected benefits. By building awareness, you can proactively and reactively address resistance and set the stage for a successful change initiative. Having an executive leader advocate for change can help build support.
   
   
2. Desire
   Foster desire to participate and support the change by addressing concerns, highlighting personal benefits such as “what is in it for them” (WIIFM), and involving stakeholders in the change process. By building desire, you can help overcome resistance and gain buy-in for the change initiative. Active and visible support by a senior leader for applying change management can also help build desire within teams.
   
   
3. Knowledge
   Rather than jumping straight into training programs, it’s important to discuss the skills needed to implement change and the individual impact change will have on different roles. It is also key to educate your team on what change management tools they have available (communications, sponsorship, coaching, training, etc.)  and ensure they are knowledgeable about any change management models you will be using.
   
   
4. Ability
   Developing the ability to implement change involves hands-on support, one-on-one coaching, training, practice sessions and real-time feedback to ensure individuals can effectively apply their knowledge. Establish a realistic timeline for people to develop new skills and consider electing change management leads. By building ability, you help ensure that change is implemented successfully and employees are confident with new solutions.
   
   
5. Reinforcement
   Reinforcement is important to sustaining change and involves monitoring progress, providing ongoing support, and recognizing and rewarding desired behaviors. Engaging senior leaders to hold teams accountable and aligning incentives with your goals also helps. At this stage, celebrating successes is not only fun but keeps morale high and builds momentum. Through reinforcement, you help embed the change in your organization’s culture and ensure that it is sustained in the long term.

Some organizations may find value in OCM coaching when undergoing change because it can help prevent a business from overwhelming internal resources and minimize productivity dips by providing expert navigation through the change process.

By working closely with leaders, managers and employees to facilitate smooth transitions, OCM coaches can ensure alignment with business objectives and foster a culture that embraces change.

The components of OCM coaching include:

• Change strategy development: OCM coaches help organizations develop comprehensive change strategies that align with their business objectives. This involves assessing the past and current state, defining the desired future and creating a roadmap to bridge the gap.
• Stakeholder engagement: Effective stakeholder engagement is crucial for successful change. OCM coaches identify key stakeholders, understand their concerns and involve them in the change process to secure their support and commitment.
• Communication planning: Clear and consistent communication is essential for managing change. OCM coaches develop communication and marketing plans that provide timely and accurate information to all stakeholders, reducing uncertainty and building trust.
• Training and development: OCM coaches design and deliver training programs that equip employees with the skills and knowledge to adapt to new processes and technologies. This ensures a smooth transition and enhances productivity.
• Monitoring and support: Continuous monitoring and support are vital for sustaining change. OCM coaches track progress, gather feedback and provide ongoing support to address challenges and reinforce new behaviors.

Finding a trusted partner to provide OCM coaching, such as CDW’s OCM coaching services, can help an organization resolve challenges, align change initiatives with business objectives and achieve their strategic goals.