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THE THERAPIST PSYCHOLOGIST BOOK STORE
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ADKAR: a model for change in business, government and our community By Jeffrey M. Hiatt ( Prosci Research )
Release Date: 2006-08-01
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List Price: $18.95
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Book Description
Why do some changes fail while others succeed? How can you make sense of the many tools and approaches for managing change? How can you lead change successfully, both in your personal life and professional career? After more than 14 years of research with corporate change, the ADKAR model has emerged as a holistic approach that brings together the collection of change management work into a simple, results oriented model. This model ties together all aspects of change management including readiness assessments, sponsorship, communications, coaching, training and resistance management. All of these activities are placed into a framework that is oriented on the required phases for realizing change with individuals and the organization. The ADKAR perspective can help you develop a "new lens" through which to observe and influence change. You may be working for change in your public school system or in a small city council. You may be sponsoring change in your department at work. You may be observing large changes that are being attempted at the highest levels of government or you may be leading an enterprise-wide change initiative. The perspective enabled by the ADKAR model allows you to view change in a new way. You can begin to see the barrier points and understand the levers that can move your changes forward. ADKAR allows you to understand why some changes succeed while others fail. Most importantly, ADKAR can help your changes be a success. Based on research with more than 1100 companies from 59 countries, ADKAR is a simple and holistic way to manage change.
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 A very practical application of change management
IN ADKAR, Hiatt sets out to show why some changes fail when others succeed; how to make sense of the many methods and tactics for change; and how to lead change successfully. The book scores well on all three aims.
ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement - a simple acronym for the elements required to be managed in any successful change process. Through identification and then assessment of all the various components of the change, scores are allocated on a 5 point scale to indicate which elements require most attention.
It was interesting to note that my review of ADKAR coincided with the sharp rise in oil prices in July 2008 and the resultant impact on world trade. Written in 2006, Hiatt uses the ADKAR model to demonstrate why the world did not learn from the oil crisis of the 70's. Knowledge scores a 3, Desire and Ability 2, Awareness and Reinforcement 1 - a very powerful demonstration of the application of the model.
The book goes on to give practical tips and examples of how each of the ADKAR elements can be developed and implemented into any change process. There's also a good summary chapter with key points and a table to show quickly which change management activities will help enable change to occur.
This is a useful and practical change management book - easy to read and apply by practising managers.
Bob Selden, author What To Do When You Become The Boss: How new managers become successful managers
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ADKAR get's to the point in managing change ( harndp )
We've had a chance to use the ADKAR book, along with many of the Prosci supplemental tools and techniques, with a variety of public sector clients. The ADKAR approach resonates and sticks with participants at any level of the organization and really seem to make sense for managers working at managing change within their organizations.
After using the book, I've often returned to the organization and find the ADKAR language and approach still 'alive and well' and being applied to technical and improvement projects that have an impact on people. I'm sure that these managers and organizations previously would have called their 'communication plan' their 'managing change' plan and would have neglected to work through any people impacts.
The structure of the book, with an overview and then an application chapter, provides a variety of methods to access the ADKAR concepts and provide groups with good examples of how to work through Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR) in their projects and organizations. This book really seems to work and 'sticks' with anyone who's worked with or read the material. I highly recommend ADKAR.
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Invaluable Insight - A "Must Have" ( kmva )
Jeff's book provides a straight-forward and easy to understand approach to handling change. It's a "must have" reference guide for both work and personal changes. Our organization found so much value in the ADKAR model, we made it a core competency for all our managers and staff. This book also partners very well with another Hiatt book: "Employees' Survival Guide to Change". You'll agree both books are a great investment!
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Practical change management
We have handed out hundreds of the ADKAR books at our company as part of a basic change management class we teach. The most amazing thing is the number of people who come back to us asking for an extra copy because they let their manager borrow it and he does not want to give it back yet.
This book is an easy read and it focuses on the practical application of change management and tries to stay away from terms you would only hear from an OD or HR professional. ADKAR has become part of the jargon for many of our project managers....I am always hearing "Have you looked at that from an ADKAR perspective?"....it is their way of asking if our change management procedures have been followed.
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Only read this if you want your change effort to succeed! ( stephenwehrenberg )
If one subscribes to the Pareto Principle (80-20 percent rule - "80% of the effects come from 20% of the causes") one can immediately see the value in both ADKAR the process and ADKAR the book. The intellectual work of deciding what needs to be changed, how, and what to watch out for, represents 20 percent of the work, and actually making the change accounts for the other 80 percent. Many authors of change management texts describe the steps one must go through, or the issues one should attend to, but none I have encountered does so with the detailed step-by-step specificity of the ADKAR process as developed by Jeff Hiatt and the practical folks at the Prosci Learning Center. This is the missing 80 percent.
Just as there is an agreed upon, validated, rational sequence of steps needed to bring any complex project to conclusion, there is a sequence of steps regarding the people dimension of change that, if taken, will dramatically increase the probability of success. By providing a logical, clear, and comprehensive discussion of this sequence, ADKAR provides us with insights and specific direction that, when interleaved with the steps of project management, will improve the chances of a positive outcome.
I have used this process for over two years now with different degrees of rigor depending on the nature of the change. I demand that my project managers include the steps of the ADKAR process in any project that will involve more than a dozen or so people, or take more than a month. I also encourage managers to consider the issues addressed in this slim text for even what would seem to be trivial changes. Like the dentist's exhortation to "only brush the teeth you want to keep," managers should only refer to ADKAR for changes they want to succeed.
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