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we can handle the problems very well. Besides, it is likely to ensure the project on cost and on time like the criteria mentioned in the reading.
- In the end, a reasonable return and investment analysis is needed.
Like the criteria in the reading, we should provide satisfactory benefits to stakeholders.
Question 5.
You are Senior Manager of Change in the “Best IT Company Pty Ltd”, you have been asked by your manager to implement a change program using the ADKAR model. Discuss the key aspects of this project and how you would go about it (10 marks).
Answer:
1) Awareness
The first element in the ADKAR Model is Awareness. More specifically, this is the awareness of the need for change and risk of not change. If we do not understand why a change is needed then we do not have Awareness, and our natural reaction is to resist the change. In fact, Prosci's benchmarking studies show that a lack of Awareness is the greatest source of resistance for both employees and managers and supervisors.
The key points: be awareness of need for change; risk of not change.
Why important? the natural reaction is to resist the change, so understand the A first.
Evidence: Prosci’s benchmarking studies: a lack of awareness is the greatest source of resistance for both employees and managers and supervisors
Example: A large organization is implementing a new document management system. Employees will need to learn new processes around retrieving, editing and sharing documents within the organization. The change is needed in order to make the organization more efficient at tracking and maintaining up-to-date documents. The "why" behind the change comes from a failure of the current system resulting in expensive mistakes and lost documents. At the level of an individual employee, the risks of not changing include the inability to access necessary documents and slower turnaround times on finishing tasks.
Example: according to the statement before.
Background: implement a new document management system
Why important: more efficient at tracking and maintaining up-to-date documents.
Expensive mistakes and lost documents
Inability to access necessary documents
2) Desire
In this phase, we should focus on the motivations for this change. In other words, what is the benefits for us or disadvantages for us if we do not implement the change.
Motivations: benefits and risks
Example: From an individual employee's perspective, the consequences of not changing pose a risk to their performance at work, which could have other repercussions on their personal success at work. However, if an employee is not as computer savvy as other employees, he or she may be less motivated to learn a new system. On a more positive note, the new system is promised to work better than the old methods of managing documents, so, for many employees, this change may come as welcome relief.
example:
benefits, better methods to process the documents
risks, affect their performance at work
3) Knowledge
In order to implement change successfully, in this phase, we should know the skills and knowledge needed to support this change.
Support: skills and knowledge.
Example: Employees are required to know how to navigate the new document management system and understand how to access files. Training was provided to all impacted employees. In addition, managers were trained and equipped to offer individual coaching and support to their employees to ensure the employees understand and know how to use the new tools and processes. In addition, a "practice" station was established so employees could become more familiar with the look and feel of the new document management system.
Training courses: to support the needs of employees in order to help them learn how to use the new document management system.
Practice station: employees could become m