| PROCESS |
BENEFIT IF USED |
RISK IF IGNORED |
| Personal change journey |
|
|
- Taking individuals through the steps of Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR) about the change
- Understanding of the personal impact and support for individuals in making the change happen
|
- Clarity about the change and my role in it
- Help to manage the stress involved in change by ensuring a managed process that included information, skills and coaching to enable and embed new capabilities
|
- Organisational change elements may be implemented but change is not properly embedded by staff
- No lasting change and lower than anticipated benefits
|
| Knowledge and skill management |
|
|
- Determine whether employees impacted by the change have the requisite knowledge and skill to meet new ways of working
- Develop training and knowledge management strategies to effectively enable the operational change
|
- Identify competency strengths that can be exploited to support change
- Directs attention and resource to training and support interventions most likely to be effective and deliver change benefits
- Faster time to competency: employees more quickly able to perform in new jobs, use new systems etc.
|
- No clear picture of knowledge and skills gap resulting in implementation of ineffective change interventions
- Slower speed to competency, higher costs
- Drop in service quality or productivity for business as usual
|
