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> ADKAR, a mnemonic to help you run a change management process by modeling what needs to happen to get someone to “change”. The arrogance of it! Without menti
by asplake 3y ago
> ADKAR, a mnemonic to help you run a change management process by modeling what needs to happen to get someone to “change”.
The arrogance of it! Without mentioning “overcoming resistance to change”, this smacks to me of that 1990’s kind of thinking. Try starting with what people actually want and what gets in the way of that – you might be surprised.
Edit: Be aware that the organisational development (OD) community has undergone significant change of its own since then. Check out dialogic OD, generative change etc (Bushe, Marshak), also anthro-complexity (Snowdon).
Traditional methods have their place (“technical challenges” in the jargon – Heifetz) but for anything interesting, their track record is woeful.
- gklitz 3y ago[dead]
- krawczstef 3y ago> Without mentioning "overcoming resistance to change" Isn't that implied in getting someone to change? > organisational development (OD) community Could you explain how OD relates to change management? ChatGPT says they have some overlap but they aren't the same thing -- and the post is about change management not organizational development. So I'm confused by your comments :)
- asplake 3y agoYes, I very much took the resistance to change aspect as implied. The line between change management and OD is blurry, not least because one is often used to achieve the other. That it is so often misapplied perhaps explains my response. Not that I take it back!
- krawczstef 3y agoFair enough! Thanks for explaining.
- deleted 3y ago[deleted]
- jph 3y ago^ @asplake knows lots about this. He's literally written the book on positive change management: "Agendashift: Outcome-oriented change and continuous transformation". If you're at all involved in organizational leadership, do yourself a favor and read his book.