| name | Change Management |
| description | Plan organizational change initiatives using ADKAR methodology with adoption strategies, resistance handling, and communication planning. |
Purpose
Guide organizations through change by addressing the human side. Technology and process changes fail not because of the technology but because people resist, don't understand, or aren't equipped. This skill provides structured frameworks for driving adoption.
Steps
- Define the change: What is changing? Who is affected? What is the timeline?
- Assess readiness using the ADKAR model for each affected group:
- Awareness: Do they know why the change is happening?
- Desire: Do they want to participate?
- Knowledge: Do they know how to change?
- Ability: Can they implement the change in practice?
- Reinforcement: Are there mechanisms to sustain the change?
- Identify the ADKAR gap: which element is weakest? That is where to focus.
- Search organizational data for past change initiatives (emails, retrospectives, lessons learned)
- Build the change plan:
- Stakeholder impact assessment
- Communication plan (who, what, when, channel)
- Training plan (what skills, what format, what timeline)
- Resistance mitigation plan
- Success metrics
- Create a Word document: Change Management Plan
- Create targeted communications for each affected group via Outlook
- Schedule training sessions and check-in meetings via Calendar
ADKAR Gap Actions
| Gap | Symptoms | Actions |
|---|
| Awareness | "Why are we doing this?" |
