Andrea Jones walks through five practical steps for the adoption phase of the ADKAR change model. Set a formal cutover date, train people beforehand, define measurable success criteria like ticket volume or login counts, provide intensive support right after launch, and plan for ongoing maintenance.
Cutover on December 31; using the new system on January 1.
Hi, I'm Andrea Jones, and today we'll talk about adoption in the Adkar change management methodology.
By now you've gotten through awareness, desire.
And knowledge about your change and you're ready to make the transition to the change state and have people adopt it.
The first tip that I have is to prepare well for that adoption.
So you're getting people ready in a system implementation. You've trained them, they've practiced in a equipment, new equipment situation, similar things in terms of training. If it's a move, they know what.
To expect on the first day.
If it's a succession plan with a.
New leader, they know more about what's.
Happening and what they can expect when that new leader takes control. All right, so tip one is prepare. Tip two is have a formal time and date for the change to take place.
This is pretty obvious in a system implementation. If you're going live with a new.
ERP system, there's a cutover date on December 31st. We were on the old system on January 1st. We're using the new one.
This could be a little bit more.
Nebulous, maybe in succession planning. However, it's still important for people to know who's in charge up until whenever and what's happening next. And people like to celebrate those big milestones. So my recommendation is to have a formal date and time where that transition has truly taken place and they know it's time to adopt the new change. All right.
The third thing is come up with.
Predetermined, measurable success criteria to know if people have truly adopted the change. And this could be volume of tickets, number of logins. It could be subjective in terms of.
How good are you feeling about this.
On a scale of 1 to 5. And either way, you're working to get.
To a predetermined level that your leadership.
Team has determined is important to achieve, to say that people truly in your organization have adopted the change. Okay, and the fourth thing would be during that initial period, right after the formal change date, you're providing extra support and you're proactively helping especially those people that you see maybe are struggling in your success criteria up till the time, especially when you have that success criteria met. And you can say, we feel like primarily we've adopted this change. And at that point, that's the fifth tip. What is your sustaining plan for maintaining the change even after you've said that the adoption phase is over, we're done with this hyper care period of extra.
Support, but still there'll be maybe ongoing.
Maintenance or additional questions as new seasons.
Arrive or perhaps new things that occur.
And you want to ask questions that you don't know, personality style, things like that, what is the sustainment plan? And communicate that plan as well.
So those are the five tips to.
Prepare to have a formal date, to.
Have success criteria that's measurable, to offer.
Hypercare extra support until the success criteria is met, and then develop and communicate an ongoing sustainment plan. Those are our tips for adoption. Thanks for watching.
