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