Comments on: ADKAR? What the heck is that? http://www.balance-and-results.com/adkar-what-the-heck-is-that.html Effectiveness in Human Resources, Leadership and Personal Success Strategies Tue, 17 Jan 2012 14:50:01 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Dave Crisp http://www.balance-and-results.com/adkar-what-the-heck-is-that.html/comment-page-1#comment-17 Dave Crisp Fri, 14 Dec 2007 21:21:00 +0000 http://www.balance-and-results.com/?p=67#comment-17 Thanks Craig. You're definitely right that my view is leaders must begin by looking at how they can change themselves first. It's always interesting, though, that people who have seen some of what I do initially have a bit of a challenge imagining how it applies to quite different situations. In fact my five principles are designed to work both for individuals and organizations. For instance, as Prosci points out, a group needs to be aware of the need for change. Many companies try in vain to convince people of the need and wonder why it is so difficult. The answer usually is that employees feel they've been sold a bill of goods in the past, that management hasn't been "honest" with them and therefore they see no reason to believe the present appeal for change. So my emphasis on "honest" is parallel to Proci's underlying meaning when they refer to the need for awareness. Lots of groups of managers will tell you they've made employees aware, but in fact unless employees believe they were being told honestly and factually, management's efforts have been for nothing. I focus more on the important element of how you achieve awareness that really sticks. Thanks Craig. You’re definitely right that my view is leaders must begin by looking at how they can change themselves first. It’s always interesting, though, that people who have seen some of what I do initially have a bit of a challenge imagining how it applies to quite different situations.

In fact my five principles are designed to work both for individuals and organizations. For instance, as Prosci points out, a group needs to be aware of the need for change. Many companies try in vain to convince people of the need and wonder why it is so difficult. The answer usually is that employees feel they’ve been sold a bill of goods in the past, that management hasn’t been “honest” with them and therefore they see no reason to believe the present appeal for change.

So my emphasis on “honest” is parallel to Proci’s underlying meaning when they refer to the need for awareness. Lots of groups of managers will tell you they’ve made employees aware, but in fact unless employees believe they were being told honestly and factually, management’s efforts have been for nothing. I focus more on the important element of how you achieve awareness that really sticks.

]]> By: Craig Allen http://www.balance-and-results.com/adkar-what-the-heck-is-that.html/comment-page-1#comment-16 Craig Allen Fri, 14 Dec 2007 16:01:09 +0000 http://www.balance-and-results.com/?p=67#comment-16 Hi Dave, Your 5 principles have always struck me as referring to one's own change process and one's own effectiveness. The reader learns how to make him/herself more effective. ADKAR, on the other hand, seems to talk about how to get others to change (perhaps indirectly by bringing about a change in an organization). Is that an accurate observation? Perhaps your view is that change must first occur within ourselves before we can influence others. Hi Dave,

Your 5 principles have always struck me as referring to one’s own change process and one’s own effectiveness. The reader learns how to make him/herself more effective.

ADKAR, on the other hand, seems to talk about how to get others to change (perhaps indirectly by bringing about a change in an organization).

Is that an accurate observation? Perhaps your view is that change must first occur within ourselves before we can influence others.

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