{"id":9088,"date":"2020-01-20T12:15:53","date_gmt":"2020-01-20T11:15:53","guid":{"rendered":"https:\/\/www.silfra-consulting.com\/?page_id=9088"},"modified":"2023-06-28T10:38:50","modified_gmt":"2023-06-28T08:38:50","slug":"adkar","status":"publish","type":"page","link":"https:\/\/www.silfra-consulting.com\/en\/adkar\/","title":{"rendered":"ADKAR\u00ae"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row full_width=&#8221;stretch_row&#8221; css=&#8221;.vc_custom_1567670681086{padding-top: 160px !important;padding-bottom: 70px !important;background-image: url(https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/adkar2.jpg?id=7843) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}&#8221;][vc_column][vc_row_inner][vc_column_inner][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner css=&#8221;.vc_custom_1513001355456{margin-bottom: 20px !important;}&#8221;][vc_column_inner width=&#8221;1\/6&#8243;][\/vc_column_inner][vc_column_inner width=&#8221;2\/3&#8243; css=&#8221;.vc_custom_1515501905560{padding-right: 0px !important;padding-left: 0px !important;}&#8221;][vc_raw_html el_class=&#8221;okruszki&#8221;]JTVCd3BzZW9fYnJlYWRjcnVtYiU1RA==[\/vc_raw_html][vc_custom_heading text=&#8221;The Prosci<sup>\u00ae<\/sup> ADKAR<sup>\u00ae<\/sup>Model&#8221; font_container=&#8221;tag:h1|font_size:52px|text_align:center|color:%23ffffff|line_height:62px&#8221; use_theme_fonts=&#8221;yes&#8221; css=&#8221;.vc_custom_1585302851040{margin-bottom: 10px !important;}&#8221;][vc_custom_heading text=&#8221;A simple but powerful model for driving successful change in individuals and organizations.&#8221; font_container=&#8221;tag:p|font_size:20px|text_align:center|color:%23ffffff&#8221; use_theme_fonts=&#8221;yes&#8221; css=&#8221;.vc_custom_1585302867492{margin-bottom: 50px !important;}&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/6&#8243;][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1570182041345{margin-top: -74px !important;padding-top: 25px !important;padding-bottom: 50px !important;background-color: #ffffff !important;border-radius: 4px !important;}&#8221; el_class=&#8221;adkar&#8221; el_id=&#8221;sierotki&#8221;][vc_column][vc_tta_tabs alignment=&#8221;center&#8221; active_section=&#8221;1&#8243;][vc_tta_section title=&#8221;Model ADKAR<sup>\u00ae<\/sup>&#8221; tab_id=&#8221;1567670700124-a4ff3fb1-1e1a9250-9d37&#8243;][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Focusing on the people side of change<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585302921588{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]The Prosci ADKAR\u00ae Model is one of the most widely requested and sought-after models for change management. Backed by 20 years of Prosci research, the model is based on the common\u2014yet often overlooked\u2014reality that organizational change only happens when individuals change.<\/p>\n<p>The ADKAR Model drives powerful results by supporting individual changes to achieve organizational success. The model offers a structured approach to ensure that each individual experiencing change moves through the five phases necessary to make overall change successful.[\/vc_column_text]<a  href=\"\/en\/adkar\/#1567670700147-55e2e1b0-96c59250-9d37\"  target=\"_self\"  title=\"\" class=\"tt_button    pull-left  buttonmb\" ><span class=\"prim_text\">Learn more about ADKAR<sup>\u00ae<\/sup><\/span><span class=\" iconita\"><\/span><\/a>[vc_column_text css=&#8221;.vc_custom_1570181914468{padding-top: 50px !important;}&#8221; el_class=&#8221;dnone&#8221;]<\/p>\n<blockquote><p><em>Prosci\u2019s ADKAR<sup>\u00ae<\/sup> Model is the best framework to prepare individuals to accept a significant change and thrive in a new way of doing business.<\/em><br \/>\n<cite>Leslie W. Lenser, Texas A&amp;M University<\/cite><\/p><\/blockquote>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;9643&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1585833661035{padding-left: 50px !important;}&#8221; el_class=&#8221;imgsvg&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner css=&#8221;.vc_custom_1567672992702{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;][vc_column_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7868&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1569575363957{padding-right: 50px !important;}&#8221; el_class=&#8221;imgadkar&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">What makes the Prosci ADKAR<sup>\u00ae<\/sup>Model so successful?<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585303057250{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]Prosci&#8217;s change management methodology and ADKAR Model are continually developed based on research since 1998 with over 4,500 participants. The methodology and model are unique. They come from\u00a0real project leaders and teams\u00a0reflecting on what worked, what didn\u2019t work, and what they would do differently on their next project or change initiative.<\/p>\n<p>At its core, Prosci&#8217;s methodology is the collective lessons learned across the globe by those implementing change.[\/vc_column_text]<a  href=\"\/en\/adkar\/#1567670776219-c9c6bb46-ccfd9250-9d37\"  target=\"_self\"  title=\"\" class=\"tt_button    pull-left  butmb\" ><span class=\"prim_text\">Learn how to apply ADKAR<sup>\u00ae<\/sup><\/span><span class=\" iconita\"><\/span><\/a>[vc_column_text css=&#8221;.vc_custom_1570181931265{padding-top: 50px !important;}&#8221; el_class=&#8221;dnone&#8221;]<\/p>\n<blockquote><p><em>The ADKAR<sup>\u00ae<\/sup> process is effective and powerful. The systematic progression toward change enables proper buy-in and readiness. It has helped our company and clients. PROSCI is a choice business partner.<\/em><br \/>\n<cite>Shannon Cassidy, Bridge Between, Inc.<\/cite><\/p><\/blockquote>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner css=&#8221;.vc_custom_1567672992702{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;][vc_column_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;120px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;70px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Why do I need to apply the ADKAR<sup>\u00ae<\/sup> Model to my change initiatives?<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585303169164{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">When organizational change initiatives fail, it isn\u2019t necessarily because the change solution is ineffective. Most failure happens on the people side:<\/h6>\n<ul>\n<li>Employees don\u2019t understand the benefits of adopting new technologies and tools<\/li>\n<li>Employees aren\u2019t prepared to be successful in the new environment<\/li>\n<li>Leaders aren\u2019t equipped to sponsor change and manage resistance effectively<\/li>\n<\/ul>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The ADKAR Model paves the way for successful change by equipping people with a common language for change. It enables leaders to plan and guide change activities, and it helps individuals within your organization see themselves as part of the solution.<\/h6>\n<p>[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1568984295894{padding-top: 50px !important;}&#8221; el_class=&#8221;dnone&#8221;]<\/p>\n<blockquote><p>Working our Adoption and Change Management program through the ADKAR Model gave us a higher degree of engagement. We were treating people differently.<br \/>\n<cite>Jean-Claude Monney, Microsoft<\/cite><\/p><\/blockquote>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7885&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1569575355575{padding-left: 50px !important;}&#8221; el_class=&#8221;imgadkar&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][\/vc_tta_section][vc_tta_section title=&#8221;What is ADKAR<sup>\u00ae<\/sup>&#8221; tab_id=&#8221;1567670700147-55e2e1b0-96c59250-9d37&#8243;][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">What is the ADKAR<sup>\u00ae<\/sup> Model?<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1623864168294{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The Prosci ADKAR\u00ae Model is a goal-oriented change management model that guides individual and organizational change. Created by Prosci founder Jeff Hiatt, ADKAR is an acronym that represents the five tangible and concrete outcomes that people need to achieve for lasting change:\u00a0<em>awareness<\/em>,\u00a0<em>desire<\/em>,\u00a0<em>knowledge<\/em>,\u00a0<em>ability<\/em>\u00a0and\u00a0<em>reinforcement<\/em>.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">By outlining the goals and outcomes of successful change, the ADKAR Model is an effective tool for planning change management activities, equipping your leaders facilitating change, and supporting your employees throughout the change.<\/h6>\n<p>[\/vc_column_text]<a href=\"https:\/\/empower.prosci.com\/the-prosci-adkar-model-ebook-bundle?hsCtaTracking=93d5c6e7-5cda-44fd-9316-cf398339bb61%7C9686293b-3e2b-43de-bc43-da69c71ea9a7\" target=\"_blank\" title=\"\" class=\"tt_button    pull-left  buttonmb\" rel=\"nofollow noopener\"><span class=\"prim_text\">Download your free guides<\/span><span class=\" iconita\"><\/span><\/a>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;9643&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1585836680040{padding-left: 50px !important;}&#8221; el_class=&#8221;imgsvg&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_column_text css=&#8221;.vc_custom_1585303492999{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221; el_class=&#8221;naglowekadkar&#8221;]<\/p>\n<h4 style=\"text-align: center;\">A MODEL BASED ON CHANGE MANAGEMENT BEST PRACTICES<\/h4>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner css=&#8221;.vc_custom_1567675334006{padding-top: 0px !important;padding-bottom: 0px !important;}&#8221;][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/individual-change.svg\" class=\"attachment-full\" alt=\"\" title=\"individual-change\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Focus on Driving Individual Change<\/h6><p style=\"color: #828282;\">Allows leaders and change management teams to focus their activities on what will drive individual change and therefore achieve organizational results.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/results.svg\" class=\"attachment-full\" alt=\"\" title=\"results\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Clear Goals<\/h6><p style=\"color: #828282;\">Delivers clear goals and measurable outcomes for change management activities.<\/p><\/div><\/div>[\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/simple-framework.svg\" class=\"attachment-full\" alt=\"\" title=\"simple-framework\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Simple Framework<\/h6><p style=\"color: #828282;\">Provides a simple, easy-to-use framework for everyone involved in managing change.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/common-language.svg\" class=\"attachment-full\" alt=\"\" title=\"common-language\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Common Change Language<\/h6><p style=\"color: #828282;\">Gives employees, managers and senior leaders alike a common language to describe and discuss change together.<\/p><\/div><\/div>[\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;70px&#8221; el_class=&#8221;none&#8221;]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Organizational change begins with managing individual change<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585303698983{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Change is often a complex and difficult process\u2014and it\u2019s inevitable. The most commonly cited reason for project failure is problems with the people side of change. Yet organizations often invest more in the technical side of change than in leading impacted people through times of change.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The first step in managing any type of organizational change is understanding how to manage the change that a single individual is experiencing. Driving successful change in individuals and organizations requires new thinking, new models for change, and new tools.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The Prosci ADKAR Model is proven to help organizations achieve the greatest benefits from their change initiatives.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7903&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1567674528689{padding-left: 50px !important;}&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][\/vc_tta_section][vc_tta_section title=&#8221;Applying ADKAR<sup>\u00ae<\/sup>&#8221; tab_id=&#8221;1567670776219-c9c6bb46-ccfd9250-9d37&#8243;][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7963&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1569575375374{padding-right: 50px !important;}&#8221; el_class=&#8221;imgadkar&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Applying ADKAR<sup>\u00ae<\/sup><\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585303795712{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Since the Prosci ADKAR Model was developed two decades ago, thousands of change leaders have applied it to their change initiatives to improve project outcomes.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The ADKAR Model distills the change process into the most basic yet critical elements, making it easy to use. Yet it\u2019s a multipurpose, multifaceted tool that has the power to impact how you lead change and how individuals experience change in your organization.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Understanding change as a process<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585303875968{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Fundamental to the ADKAR Model is this: Change occurs as a process, not an event. And it can be difficult and complex to understand. Breaking down change into distinct elements helps us understand the process of change and how to manage it. The theory of three distinct phases of change has roots in works from anthropologist Arnold Van Gennep in 1909 to Kurt Lewin in 1948 and William Bridges in 1980.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The three states of change &#8211; current state, transition state, and future state &#8211; provide a powerful framework for the process-oriented approach of the ADKAR Model. The model clearly establishes how an individual moves through the change process, from their current state to their future state, and provides the insight needed for successful organizational change.<\/h6>\n<p>[\/vc_column_text]<a href=\"https:\/\/empower.prosci.com\/the-prosci-adkar-model-ebook-bundle?hsCtaTracking=93d5c6e7-5cda-44fd-9316-cf398339bb61%7C9686293b-3e2b-43de-bc43-da69c71ea9a7\" target=\"_blank\" title=\"\" class=\"tt_button    pull-left  buttonmb\" rel=\"nofollow noopener\"><span class=\"prim_text\">Download ADKAR study<\/span><span class=\" iconita\"><\/span><\/a>[vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;9454&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1585598297901{padding-left: 50px !important;}&#8221; el_class=&#8221;imgsvg&#8221;][vc_raw_html]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[\/vc_raw_html][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_column_text css=&#8221;.vc_custom_1585303923126{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221; el_class=&#8221;naglowekadkar&#8221;]<\/p>\n<h4 style=\"text-align: center;\">A MODEL BASED ON CHANGE MANAGEMENT BEST PRACTICES<\/h4>\n<div class=\"adkar__list\">\n<div class=\"adkar__item\">\n<div class=\"adkar__item__title\"><\/div>\n<\/div>\n<\/div>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/structured-approach-1.svg\" class=\"attachment-full\" alt=\"\" title=\"structured-approach (1)\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">A Structured Approach and Methodology<\/h6><p style=\"color: #828282;\">The ADKAR Model is an outcome-oriented model, describing the milestones an individual must hit to successfully adapt to change. These milestones guide the development of change management plans.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/common-language-1.svg\" class=\"attachment-full\" alt=\"\" title=\"common-language (1)\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Facilitating Individual Change<\/h6><p style=\"color: #828282;\">You can use an ADKAR Model assessment to identify the barrier point of any individual impacted by a change. Once you understand this and the root cause of their inability to change, you can develop a strategy for helping the individual move through the change.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/measure.svg\" class=\"attachment-full\" alt=\"\" title=\"measure\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Measuring Change Outcomes<\/h6><p style=\"color: #828282;\">Simply measuring change management activities doesn\u2019t tell you if your approach is achieving intended effects. Since the ADKAR Model establishes the elements required for a successful change, you can use it as a measuring stick to evaluate the impact of your change management activities.<\/p><\/div><\/div>[\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/individual-change-1.svg\" class=\"attachment-full\" alt=\"\" title=\"individual-change (1)\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">A Common Language for Change<\/h6><p style=\"color: #828282;\">The ADKAR Model provides a helpful framework for discussing change. Leaders can use it to direct conversations in a productive way. And employees can use the model to identify why they may be struggling with a particular change. A common language makes difficult conversations more outcome-oriented.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/integration-with-pm.svg\" class=\"attachment-full\" alt=\"\" title=\"integration-with-pm\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Integration with Project Management<\/h6><p style=\"color: #828282;\">Achieving results requires more than just \u201cfinishing the project.\u201d The ADKAR Model focuses on adoption and usage, which supports project execution and drives benefit realization.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/empowering-managers.svg\" class=\"attachment-full\" alt=\"\" title=\"empowering-managers\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Empowering Managers and Senior Leaders<\/h6><p style=\"color: #828282;\">Giving leaders the ADKAR Model framework allows them to pinpoint where their employees are in the change process, so they can coach each employee based on their unique progression and barrier points. Teaching managers the Prosci ADKAR Model helps great leaders become great leaders of change.<\/p><\/div><\/div>[\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;20px&#8221; el_class=&#8221;slider&#8221;][\/vc_column_inner][\/vc_row_inner][\/vc_tta_section][vc_tta_section title=&#8221;Wdra\u017canie zmiany&#8221; tab_id=&#8221;1567670792881-de3479b2-28849250-9d37&#8243;][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Driving change with the ADKAR<sup>\u00ae<\/sup> Model<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585305272165{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">In today\u2019s organizations, change is constant. Whether the change is about processes, technologies, the structure of the organization, or something else, each change impacts how individual employees do their jobs. The success of the change depends on the success of change management in encouraging individuals to embrace, adopt and utilize a required change.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The ADKAR Model supports individuals through change. Success also requires integrating individual change management and organizational change management. The Prosci 3-Phase Process, another component of the Prosci change management methodology, provides a strategic, step-by-step approach to organizational change management.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7965&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1567681349683{padding-left: 50px !important;}&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7966&#8243; img_size=&#8221;400&#215;510&#8243;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Individual change management<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585305326248{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Organizations don&#8217;t change,\u00a0individuals do. No matter how large a project you are taking on, the success of that project ultimately lies with each employee doing their job differently, multiplied across all employees impacted by the change.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Individual change management means understanding how one person successfully\u00a0makes a change. The ADKAR Model drives successful change at the individual level based on an appreciation of how change impacts each employee and how to support them through change.<\/h6>\n<p>[\/vc_column_text]<a href=\"https:\/\/empower.prosci.com\/the-prosci-adkar-model-ebook-bundle\" target=\"_blank\" title=\"\" class=\"tt_button    pull-left  \" rel=\"nofollow noopener\"><span class=\"prim_text\">Download ADKAR series<\/span><span class=\" iconita\"><\/span><\/a>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Organizational change management<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585305394423{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">While change happens one person at a time, processes and tools can help facilitate this change across groups and organizations. Without a structured approach, change management tools are often limited to only communication and training.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Organizational change management leverages tools and methodologies that help\u00a0individuals successfully make changes that contribute to reaching organizational goals. With an organizational change management perspective, a process emerges for how to\u00a0scale\u00a0change management activities and how to use the\u00a0complete set\u00a0of tools available for project leaders and business managers.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7968&#8243; img_size=&#8221;400&#215;510&#8243; css=&#8221;.vc_custom_1567681795694{padding-left: 50px !important;}&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;7969&#8243; img_size=&#8221;469&#215;568&#8243; css=&#8221;.vc_custom_1567681810880{padding-right: 50px !important;}&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-left    \" ><h2 class=\"separator_off\" style=\"color: #1f1f1f;font-size: 30px;\">Connecting individual and organizational change management<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585305449114{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The link between individual change management and organizational change management is what sets Prosci&#8217;s change management approach apart from other methodologies. Numerous models address individual change. And numerous models give guidance and structure to the project-level activities for the people side of change.<\/h6>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The Prosci methodology uniquely integrates individual change management and organizational change management to ensure that business results are achieved. This is the essence of effective change management and the Prosci methodology: leverage change management strategies and activities to drive individual transitions and ultimately organizational success.<\/h6>\n<p>[\/vc_column_text]<a href=\"https:\/\/empower.prosci.com\/the-prosci-adkar-model-ebook-bundle\" target=\"_blank\" title=\"\" class=\"tt_button    pull-left  \" rel=\"nofollow noopener\"><span class=\"prim_text\">Pobierz seri\u0119 ADKAR<\/span><span class=\" iconita\"><\/span><\/a>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_column_text css=&#8221;.vc_custom_1585305552015{padding-top: 10px !important;padding-bottom: 10px !important;}&#8221;]<\/p>\n<h2 class=\"separator_off\" style=\"color: #1f1f1f; text-align: center; font-size: 30px;\"><span style=\"color: #bc2b26;\">The 3-Phase Process: A Structure for Organizational Change<\/span><\/h2>\n<p>[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1585305601599{padding-top: 10px !important;padding-right: 15% !important;padding-bottom: 50px !important;padding-left: 15% !important;}&#8221;]<\/p>\n<div class=\"phases__header\">\n<h6 style=\"text-align: center;\">Prosci&#8217;s organizational change management process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.<\/h6>\n<\/div>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_column_text css=&#8221;.vc_custom_1585305630470{padding-top: 10px !important;padding-bottom: 10px !important;}&#8221;]<\/p>\n<h2 class=\"separator_off\" style=\"color: #1f1f1f; font-size: 30px;\"><span style=\"color: #bc2b26;\">Phase 1 <\/span>&#8211; Preparing for change<\/h2>\n<p>[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1585305665023{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The first phase of the Prosci 3-Phase Process helps change and project teams prepare for designing their change management plans. It answers questions like:<\/h6>\n<ul>\n<li>&#8220;How much change management does this project need?&#8221;<\/li>\n<li>\u201cWho is impacted by this initiative and in what ways?&#8221;<\/li>\n<\/ul>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The first phase provides the situational awareness that is critical for creating effective change management plans.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;8470&#8243; img_size=&#8221;&#8221; alignment=&#8221;right&#8221; el_class=&#8221;imgsvg&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_column_text css=&#8221;.vc_custom_1585305713985{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #1f1f1f; font-size: 18px; text-align: center;\">MECHANISIMS FOR PREPARING FOR CHANGE<\/h6>\n<div class=\"adkar__list\">\n<div class=\"adkar__item\">\n<div class=\"adkar__item__title\"><\/div>\n<\/div>\n<\/div>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/change-profile.svg\" class=\"attachment-full\" alt=\"\" title=\"change-profile\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Change characteristics profile<\/h6><p style=\"color: #828282;\">Provides insight into the change at hand, its size, scope and impact.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/organizational-profile.svg\" class=\"attachment-full\" alt=\"\" title=\"organizational-profile\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Organizational attributes profile<\/h6><p style=\"color: #828282;\">Gives a view of the organization and groups that are impacted and any specific attributes that may contribute to challenges when changing.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/cm-team-structure.svg\" class=\"attachment-full\" alt=\"\" title=\"cm-team-structure\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Change management team structure<\/h6><p style=\"color: #828282;\">Defines how many change management resources are needed and their organizational relationship to the project team and project sponsor.<\/p><\/div><\/div>[vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/common-language-1.svg\" class=\"attachment-full\" alt=\"\" title=\"common-language (1)\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Sponsor assessment, structure and roles<\/h6><p style=\"color: #828282;\">Identifies which leaders across the organization will need to act as sponsors of the change and how to get those leaders on board and actively sponsoring the change.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/impact-assessment.svg\" class=\"attachment-full\" alt=\"\" title=\"impact-assessment\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Impact assessment<\/h6><p style=\"color: #828282;\">Identifies the groups of individuals impacted by the change and in what ways, and any unique challenges you may face with this group in the project.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/cm-strategy.svg\" class=\"attachment-full\" alt=\"\" title=\"cm-strategy\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Change management strategy<\/h6><p style=\"color: #828282;\">Based on the assessments in this phase, you can develop a strategy that scales the change management effort to align with the type and size of the change.<\/p><\/div><\/div>[vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;8469&#8243; img_size=&#8221;&#8221; el_class=&#8221;imgsvg&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_column_text css=&#8221;.vc_custom_1585305902549{padding-top: 10px !important;padding-bottom: 10px !important;}&#8221;]<\/p>\n<h2 class=\"separator_off\" style=\"color: #1f1f1f; font-size: 30px;\"><span style=\"color: #bc2b26;\">Phase 2 <\/span>&#8211; Managing change<\/h2>\n<p>[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1585305917692{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">The second phase of the Prosci 3-Phase Process focuses on creating plans\u00a0that will integrate with the project plan. These change management plans articulate the steps that you can take to support the individuals impacted by the project. Based on Prosci&#8217;s research, there are five plans needed to effectively support individuals moving through the ADKAR Model.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_column_text css=&#8221;.vc_custom_1585305960419{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #1f1f1f; font-size: 18px; text-align: center;\">MECHANISIMS FOR PREPARING FOR CHANGE<\/h6>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/communication-plan.svg\" class=\"attachment-full\" alt=\"\" title=\"communication-plan\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Communications Plan<\/h6><p style=\"color: #828282;\">Articulates key messages that need to go to various impacted audiences. It also accounts for who will send the messages and when.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/sponsor-roadmap.svg\" class=\"attachment-full\" alt=\"\" title=\"sponsor-roadmap\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Sponsor Roadmap<\/h6><p style=\"color: #828282;\">Outlines the actions needed from the project\u2019s primary sponsor and the coalition of sponsors across the business, with details on visibility, communications and more.<\/p><\/div><\/div>[vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/training-plan.svg\" class=\"attachment-full\" alt=\"\" title=\"training-plan\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Training Plan<\/h6><p style=\"color: #828282;\">Identifies who will need what training and when. The training plan should be timed to allow for awareness and desire building before employees are sent to training.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/coaching-plan.svg\" class=\"attachment-full\" alt=\"\" title=\"coaching-plan\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Coaching Plan<\/h6><p style=\"color: #828282;\">Outlines how you will engage with and equip managers and people leaders to lead the change with their individual teams.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/resistance-plan.svg\" class=\"attachment-full\" alt=\"\" title=\"resistance-plan\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Resistance Management Plan<\/h6><p style=\"color: #828282;\">Provides a strategy for anticipating areas of resistance, and then proactively and reactively addressing resistance, with specific activities targeted at potentially resistant groups.<\/p><\/div><\/div>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][\/vc_column_inner][\/vc_row_inner]<div class=\"kd-divider solid_line divider_full_width thin_solid\">\n                <div class=\"divider-line\" style=\"border-color:#f1f2f3\"><\/div>\n            <\/div>[vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_column_text css=&#8221;.vc_custom_1585306100904{padding-top: 10px !important;padding-bottom: 10px !important;}&#8221;]<\/p>\n<h2 class=\"separator_off\" style=\"color: #1f1f1f; font-size: 30px;\"><span style=\"color: #bc2b26;\">Phase 3<\/span> &#8211; Reinforcing change<\/h2>\n<p>[\/vc_column_text][vc_column_text css=&#8221;.vc_custom_1585306113016{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #828282; font-size: 16px;\">Equally critical but most often overlooked, the third phase of the Prosci 3-Phase Process helps you create specific action plans for ensuring that the change is\u00a0sustained. In this phase, project and change teams develop mechanisms to measure how well the change is taking hold, see if employees are actually doing their jobs the new way, identify and correct gaps, and celebrate success.<\/h6>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_single_image image=&#8221;8471&#8243; img_size=&#8221;&#8221; alignment=&#8221;right&#8221; el_class=&#8221;imgsvg&#8221;][vc_empty_space height=&#8221;30px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner][vc_column_text css=&#8221;.vc_custom_1585306143560{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221;]<\/p>\n<h6 class=\"subtitle \" style=\"color: #1f1f1f; font-size: 18px; text-align: center;\">KEY STRATEGIES FOR REINFORCING CHANGE<\/h6>\n<div class=\"adkar__list\">\n<div class=\"adkar__item\">\n<div class=\"adkar__item__title\"><\/div>\n<\/div>\n<\/div>\n<p>[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/measure-1.svg\" class=\"attachment-full\" alt=\"\" title=\"measure (1)\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Measuring changes in behavior<\/h6><p style=\"color: #828282;\">It is important to establish measures to see if people are actually doing their jobs in a new way. These measures will be unique to each project.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/sponsor-roadmap.svg\" class=\"attachment-full\" alt=\"\" title=\"sponsor-roadmap\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Individual and group recognition<\/h6><p style=\"color: #828282;\">It is important to recognize the hard work people have put into embracing change, and it is equally important to look for means of recognition that will resonate with the individuals.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/reinforcement.svg\" class=\"attachment-full\" alt=\"\" title=\"reinforcement\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Corrective action plans<\/h6><p style=\"color: #828282;\">It is important to remember the ADKAR Model in this phase to identify why people may not be embracing the change so you can take action to address the root cause of the gap.<\/p><\/div><\/div>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][vc_column_inner width=&#8221;1\/2&#8243;]<div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/group-recognition.svg\" class=\"attachment-full\" alt=\"\" title=\"group-recognition\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Reinforcement mechanisms<\/h6><p style=\"color: #828282;\">Though people may successfully change, they often revert to their old habits unless reinforcement mechanisms like continued compliance measuring, ongoing training and coaching are in place.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/celebration.svg\" class=\"attachment-full\" alt=\"\" title=\"celebration\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">Success celebrations<\/h6><p style=\"color: #828282;\">In addition to recognizing the achievements of individuals and groups who have effectively changed, it is important to publicly celebrate the hard work that went into getting to a new future state.<\/p><\/div><\/div><div class=\"key-icon-box icon-default icon-left cont-left  box-bg-color\" style=\"background-color: #ffffff; border: none;\" ><div class=\"ib-wrapper\"><div class=\"tt-iconbox-customimg img_small_size\"><img decoding=\"async\" src=\"https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/after-action-review.svg\" class=\"attachment-full\" alt=\"\" title=\"after-action-review\"><\/div><h6 class=\"service-heading\" style=\"color: #1f1f1f;\">After-action review<\/h6><p style=\"color: #828282;\">Common in project management, an after-action review of the change management efforts helps to identify strengths and opportunities for improvement to drive more successful outcomes.<\/p><\/div><\/div>[vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][\/vc_column_inner][\/vc_row_inner][\/vc_tta_section][\/vc_tta_tabs][\/vc_column][\/vc_row][vc_row full_width=&#8221;stretch_row&#8221; css=&#8221;.vc_custom_1670688204073{background-image: url(https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/adkar-bundle-background-cta.jpg?id=7889) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: contain !important;}&#8221; el_class=&#8221;blueadkar&#8221;][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;80px&#8221; el_class=&#8221;none&#8221;][vc_empty_space height=&#8221;80px&#8221; el_class=&#8221;slider&#8221;]<header class=\"kd-section-title col-lg-12 text-right   tekstblue  vc_custom_1670688358084\" ><h2 class=\"separator_off\" style=\"color: #ffffff;font-size: 30px;\">Succeed with 6 Free ADKAR<sup>\u00ae<\/sup> Model Resources<\/h2><\/header>[vc_column_text css=&#8221;.vc_custom_1585598582461{padding-top: 10px !important;padding-bottom: 50px !important;}&#8221; el_class=&#8221;tekstblue&#8221;]<\/p>\n<h6 class=\"subtitle white\" style=\"font-size: 16px;\">Addressing the challenges of change is much simpler with a structured framework. Learn how to successfully apply all elements of the ADKAR Model.<\/h6>\n<p>[\/vc_column_text]<a href=\"https:\/\/learn.silfra-consulting.com\/en\/the-prosci-adkar-model\" target=\"_blank\" title=\"\" class=\"tt_button    pull-right  \"><span class=\"prim_text\">Download<\/span><span class=\" iconita\"><\/span><\/a>[vc_empty_space height=&#8221;40px&#8221; el_class=&#8221;slider&#8221;][\/vc_column][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][vc_empty_space height=&#8221;100px&#8221; el_class=&#8221;none&#8221;][vc_single_image image=&#8221;12112&#8243; img_size=&#8221;full&#8221; css=&#8221;.vc_custom_1670688348727{padding-top: 50px !important;padding-right: 50px !important;padding-bottom: 100px !important;padding-left: 50px !important;}&#8221;][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row full_width=&#8221;stretch_row&#8221; css=&#8221;.vc_custom_1567670681086{padding-top: 160px !important;padding-bottom: 70px !important;background-image: url(https:\/\/www.silfra-consulting.com\/wp-content\/uploads\/2019\/09\/adkar2.jpg?id=7843) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}&#8221;][vc_column][vc_row_inner][vc_column_inner][vc_empty_space height=&#8221;50px&#8221; el_class=&#8221;slider&#8221;][\/vc_column_inner][\/vc_row_inner][vc_row_inner css=&#8221;.vc_custom_1513001355456{margin-bottom: 20px !important;}&#8221;][vc_column_inner width=&#8221;1\/6&#8243;][\/vc_column_inner][vc_column_inner width=&#8221;2\/3&#8243; css=&#8221;.vc_custom_1515501905560{padding-right: 0px !important;padding-left: 0px !important;}&#8221;][vc_raw_html [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"class_list":["post-9088","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/pages\/9088","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/comments?post=9088"}],"version-history":[{"count":0,"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/pages\/9088\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.silfra-consulting.com\/en\/wp-json\/wp\/v2\/media?parent=9088"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}