Change is a complex process that requires individuals to go through their own personal transition. To ensure successful change, Prosci's ADKAR model outlines five essential components: awareness, desire, knowledge, capacity and reinforcement. Each of these levers plays a unique role in helping people progress through the ADKAR model. Organizations need managers who are skilled in the process of change in order to remain competitive in the ever-merging global and local markets. In order to ensure early adoption and cultural transformation, it is important to have an effective change management strategy.
Transparency and input from all involved parties can help avoid any mistrust that may arise. High standards should be met to prevent any changes that could cause long-term damage. Change leadership (vision of change), change management (allowing people to pursue a common goal) and project management (structure for change) can create the most value for the organization. Before understanding the importance of the pillars of change management, it is important to know what sustainable change is. Being able to articulate how the new objectives of the program are related to the organization's objectives is a key part of a successful change management strategy.
The 5 pillars of sustainable change provide a framework for organizations to make necessary changes. Creating a sense of urgency around the need for change can help motivate people to move forward. A business change agenda allows executives to focus on the most strategic organizational changes needed for success and have the capacity to lead them effectively. According to Bamford and Forrester (200), there are two approaches to change management: planned and emergent.
The Five Pillars of Change ManagementThe five pillars of change management are awareness, desire, knowledge, capacity and reinforcement. Each pillar plays an important role in helping people progress through the ADKAR model.
AwarenessAwareness is the first step in successful change management.
It involves understanding why a change is necessary and how it will benefit the organization. It also involves understanding how the change will affect individuals and teams within the organization.
DesireDesire is about creating a sense of urgency around the need for change. It involves motivating people to take action and embrace the new changes. This can be done by communicating the benefits of the changes and providing incentives for people to get involved.
KnowledgeKnowledge is about understanding how to implement the changes effectively.
It involves having an understanding of how the changes will affect different parts of the organization and how they can be managed effectively.
CapacityCapacity is about having the resources and skills necessary to implement the changes successfully. It involves having an infrastructure in place that can support the changes and having access to training and support for those affected by them.
ReinforcementReinforcement is about ensuring that the changes are sustained over time. It involves providing ongoing support and feedback to those affected by the changes and monitoring their progress.
ConclusionManagers must create healthcare systems that can withstand ever-changing risks and challenges (Grigg, 20). The infrastructure of change includes governance of change and standard systems and practices for configuring and optimizing the organization's effectiveness.
Effective communication is essential for engaging employees in the process of change and making sure everyone is on the same page. The five pillars of change management provide a framework for organizations to make necessary changes. Creating a sense of urgency around the need for change can help motivate people to move forward. A business change agenda allows executives to focus on the most strategic organizational changes needed for success and have the capacity to lead them effectively.