Change Management

Change Management Skill

Patterns for organizational change, ADKAR methodology, stakeholder engagement, and adoption strategies.

Change Management Frameworks

ADKAR Model Deep Dive

The Five Elements

ADKAR Assessment Template

Rate 1-5 for each stakeholder group:

Awareness:     [ ] Do they understand WHY?
Desire:        [ ] Do they WANT to change?
Knowledge:     [ ] Do they know HOW?
Ability:       [ ] Can they DO it?
Reinforcement: [ ] Will it STICK?

Barrier Point: First element scoring ≤ 3
Action Focus:  Address barrier point first

Barrier Point Actions

Stakeholder Analysis

Power/Interest Grid

High Power  │ Keep Satisfied │ Manage Closely │
            │                │                │
Low Power   │ Monitor        │ Keep Informed  │
            └────────────────┴────────────────┘
              Low Interest     High Interest

Stakeholder Mapping Template

Influence Strategies by Quadrant

Resistance Management

Types of Resistance

Resistance Root Causes

• Loss — Status, comfort, competence, relationships
• Fear — Unknown, failure, looking incompetent
• Distrust — Past failures, leadership credibility
• Disagreement — Believe current way is better
• Overload — Too many changes, not enough capacity

Response Strategies

Communication Planning

ADKAR-Aligned Messages

Channel Selection

Communication Frequency by Phase

Sponsor Engagement

Effective Sponsor Actions

• Communicate directly (not just through project team)
• Visible participation in key events
• Remove obstacles and allocate resources
• Recognize and reward adoption
• Hold people accountable
• Model the change personally

Sponsor Coaching Topics

Training & Support Design

Knowledge Transfer Methods

Support Structure

Tier 1: Self-service (docs, FAQs, videos)
    ↓
Tier 2: Floor support (champions, super users)
    ↓
Tier 3: Help desk (technical issues)
    ↓
Tier 4: Specialists (complex problems)

Measuring Change Success

Leading Indicators

• Training completion rates
• Communication reach/engagement
• Stakeholder sentiment surveys
• Champion activity levels
• Support ticket themes

Lagging Indicators

• Adoption/utilization metrics
• Proficiency assessments
• Process compliance
• Business outcomes
• Employee satisfaction

ADKAR Metrics

Change Saturation

Capacity Assessment

• Count concurrent changes per person/team
• Assess cumulative impact
• Identify change collisions
• Recommend sequencing/phasing

Saturation Warning Signs

• Increased resistance to any change
• "Change fatigue" language
• Declining engagement
• Quality/productivity drops
• Increased turnover