Examples Of ADKAR Change Management Model

Theoretical Framework Three theories are presented in this study. The researcher preferred to have three theories as the foundation of her study. These three theories surrounds about the behavioral and agility to cultural change of an individual, team and organization.

ADKAR Change Management Model ADKAR was developed by Jeff Hiatt of Prosci research in 1998 and was initially used as a tool for determining if change management activities were having the desired results during organizational change. This model pertains to an individual cultural change management model. This guides individual achievement of cultural change and adaptation. The ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement. When this model

ADKAR Change Management Model

Tuckman’s Stages of Group Development Psychologist Bruce Tuckman first came up with the memorable phrase "forming, storming, norming, and performing" in his 1965 article, "Developmental Sequence in Small Groups." He used it to describe the path that most teams follow on their way to high performance. Tuckman 's model explains that as the team develops maturity and ability, relationships establish, and the leader changes leadership style. Beginning with a directing style, moving through coaching, then participating, finishing delegating and almost detached. The Tuckman’s stages for a group have the following stages: Forming, Storming, Norming and Performing. Forming involves high dependence on leader for guidance and direction. Storming is group focus discussion. Norming is the agreement and consensus forms among the team. Lastly, Performing is the strategically awareness of the activities done by the

Unfreeze – Most people make an active effort to resist change. In order to overcome this tendency, a period of thawing or unfreezing must be initiated through motivation.

2. Transition – Once change is initiated, the company moves into a transition period, which may last for some time. Adequate leadership and reassurance is necessary for the process to be successful.

3. Refreeze – After change has been accepted and successfully implemented, the company becomes stable again, and staff refreezes as they operate under the new guidelines. While this change management model remains widely used today, it takes time to implement. Of course, since it is easy to use, most companies tend to prefer this model to enact major changes. This model involves the macro change of level that is necessary for an organization. This states the easiest way of changing the organizational culture to form the most winning culture for their organization. The first stage, Unfreezing is the second most important part of the process. You have to erode what has been accustomed to. While the most important part of the process is the Change where in you have to hold and be firm to make the change work. The last is the Freeze which is also important in the sense of rebuilding the practices but this time, with the most preferred