Here’s a process to help you stop spinning your wheels.

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You want all the right stuff.

• You want to make positive changes in your professional life.

• You want to help others achieve their full potential.

• You want to build an organization that does great things in the world.

• You want to do all this without sacrificing your family commitments.

If you are struggling with making any of these positive changes "stick," then here's a model to help you get unstuck and make progress that lasts.

The ADKAR MODEL

PROSCI developed the ADKAR model for change management. The model shows us where and why change gets stuck. Once you know the real obstacles (compared to what you "think" they may be), you can address them.  

• A = Awareness. If there is no awareness of the need for change, you are stuck.

• D = Desire. If you are aware, but you don't care, you won't change.

• K = Knowledge. If you are aware and you care, but you don't know what to do, you are stuck.

• A = Ability. If you are aware, you care, and you know what to do, yet you lack the skills to do it, you are stuck.

• R = Reinforcement. This is the part that often gets left out. For change to "stick," you need to have processes in place to make that happen.  

Small Experiments

As a coach, I'm a big fan of small experiments!  The basic idea is when you have a significant change goal, taking small, incremental steps serves you better. Why? Because with each action, you have the opportunity to learn something and make improvements based on what you learned, with a minimal investment of time, energy, or other resources. Small experiments are a frame of mind that helps my clients implement the ADKAR change model so that the changes they put in place are sustainable, and they make the changes without exhausting themselves or those they lead.

A Champion for Change

One of the things I learned from PROSCI is that "As the sponsor goes, so goes the project." That means you need a "champion for change" to help make the changes happen - whether it is a change for your business or your personal life. That champion can add energy to the system when needed and make sure that the changes are taking place. As one of my clients likes to say, "Inspect what you expect." 

The more champions you have working on your change project - with clearly defined roles and responsibilities - the more progress you can make. Here are some possible roles: 

• An Accountability Partner - This is a common approach for those making personal changes. You tell your accountability partner what change you want to make, why it is important to you, and the actions you want accountability for. You also need to set up a system for how you "check-in" with your accountability partner.

• A Cheerleader - The cheerleader is the one who can celebrate success with you. By celebrating success, you create the positive energy needed for resilience in managing the turbulence that inevitably goes with change.

• A Consultant - Project managers and change management professionals can help provide repeatable systems and processes to make sustainable change. They can help you create the map, clear the roadblocks, and measure progress for your organization. Project managers will help you with the technical and business issues related to change. The change management professional will help you with the people issues.

• A Coach - A professionally trained coach can also help with the people side of change. They can work with both individuals and teams as cheerleaders, thought partners, and accountability partners. A good coach helps leaders make the necessary mindset and behavior changes for a successful change project.

For Reflection

• Take a moment to think about where you feel "stuck." Where does that fit on the ADKAR?

• What kind of champion for change do you need?

• What action do you need to take next?