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Change is happening in your organization. Every day, new initiatives and projects are launched to improve performance, increase profits, and enhance your competitive advantage. You could be implementing technology to enable a more mobile workforce, reengineering a process to ensure regulatory compliance or pursuing an enterprise-wide transformation around customer experience. When your organization undertakes initiatives to improve performance by addressing key issues, they often require changes; changes to processes, job roles, organizational structures and types and uses of technology. However, it is actually the employees of your organization who have to ultimately change how they do their jobs. If these individuals are unsuccessful in their personal transitions, if they don’t embrace and learn a new way of working, the initiative will fail. If employees embrace and adopt changes required by the initiative, it will deliver the expected results.

Change management then involves creating a customized plan for ensuring impacted employees receive the awareness, leadership, coaching, and training they need in order to change successfully. While all changes are unique and all individuals are unique, there are actions we can take to influence people in their individual transitions. Driving successful individual transitions should be the central focus of the activities in change management. Change management is the approach to driving adoption and usage so initiatives deliver expected results and outcomes.

After years of studying how individuals experience and are influenced in times of change, Prosci change management certification program developed the ADKAR® Model for individual change. Today, it is one of the most widely used change models in the world.



 

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