When we think of change management, we typically envision the actions that we take - communicating, building sponsorship, managing resistance, etc. However, one of the keys to successfully managing change is the use of an individual change model. Understanding how an individual experiences change is critical for change management activities and interventions to be successful.
This tutorial examines why an individual change model is critical for change management to be successful. It shows the need for and uses of an individual change model and the risks of attempting to manage change without an individual model.
Reasons we need an individual change perspective
Risks of not having an individual change perspective
Applications of the individual change perspective
An individual model for change is necessary for organizational change management to be effective. It defines the outcomes or results that organizational activities are trying to achieve. Ultimately, an individual change model is critical because:
There are a number of risks to attempting change management without a solid foundation in how individuals go through change. This is perhaps one of the biggest risks of 'recipe-driven' change management approaches. We cannot think of change management as merely checking the box and moving forward. Because of principle 1 above, we must focus on how well each individual is moving through their own personal transition for change management to be successful.
Two major risks of trying change management without an individual change model:
The ADKAR model has proven to be so effective that it is taught in Prosci's 3-day certification, 1-day managers program and 4-6 hour executive sessions. Our clients have been very successful when they get each of these very different groups thinking about change in terms of ADKAR. Speaking practically, there are several main applications of the individual change model:
Tim Creasey is Prosci’s Chief Innovation Officer and a globally recognized leader in change management. His work forms the foundation of the largest body of knowledge in the world on managing the people side of change to deliver organizational results.
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