The Prosci ADKAR model stages and organizational change management concepts for driving successful project adoption.
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- What does ADKAR stand for?
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Awareness, Desire, Knowledge, Ability, Reinforcement- Which organization developed the ADKAR model?
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Prosci, a change management consulting firm- What does the ADKAR model explain?
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How individual change must happen for organizational change to succeed- Are ADKAR stages sequential or parallel?
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Sequential; they must be completed in order for the change to stick- What is the Awareness stage?
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Understanding why change is necessary and the business case behind it- What happens if Awareness is built ineffectively?
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People may dismiss the change or fail to see its relevance, creating resistance- What is the Desire stage?
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Creating willingness and motivation to engage in and support the change- How do Awareness and Desire differ?
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Awareness is understanding the need; Desire is the motivation to participate- What factors influence Desire during change?
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Personal impact, organizational culture, incentives, and trust in leadership- What is the Knowledge stage?
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Providing information and instruction on how to execute the change- How should Knowledge be delivered?
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Through training, documentation, coaching, mentoring, and multiple communication channels- What is the Ability stage?
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Developing the skills and confidence to perform the change through practice and support- How do Knowledge and Ability differ?
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Knowledge is information; Ability is the actual skill to perform effectively- What support enables people to build Ability?
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Hands-on coaching, mentoring, supervised practice, and corrective feedback- What is the Reinforcement stage?
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Sustaining the change by reinforcing new behaviors until they become the norm
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