To this point we have addressed making folks Aware for the need to change, made sure the Desire to support and participate in the change is there, and we have gone through the process of providing the Knowledge of how to change. The next element in the ADKAR change management is Ability.

  •  A – Awareness of the need to change
  • D – Desire to support and participate in the change
  • K – Knowledge of how to change
  • A – Ability to implement the required skills and behaviors
  • R– Reinforcement to sustain the change

Awareness, Desire, and Knowledge are critical building blocks for change management, but without Ability they will fall short in the realization of change.

With Ability, the impacted individuals are demonstrating the achievement of the change. They are actually doing the steps for the desired state and the actions are visible and/or measureable.

There are five factors in the ADKAR model that can impact a person’s ability to implement change:

Factor 1 – Psychological blocks

Psychological barriers to change are complex. They are real but can be difficult to address. An example would be an employee with the fear of public speaking. They may have difficulties speaking in large meetings or in giving presentations. They will later reflect on their frustration how this factor blocks them from performing their best.

Factor 2 – Physical abilities

With some people, physical restrictions may prevent them from being able to implement a change. For example, someone with arthritis may not be able to fully implement a change that would require them to enter large amounts of data on a keyboard. Or if a new functionality for a job requires lifting heavy objects but the person doesn’t have the physical strength to do so.

Sports are another example. A person may have all the awareness, desire, and knowledge to perform at an elite level but without the physical ability, they will never be able to perform at that level.

In the workplace, physical limitations could include strength, physical agility, manual dexterity, and eye-hand coordination.

Factor 3 – Intellectual capability

All individuals have unique skills that fall within the spectrum of intellectual ability. Some have a talent for finance and math where others excel at innovation and creativity. Certain folks are good writers while others struggle putting their thoughts into words. Salespeople can sometimes have difficultly implementing analytical skills into their sales practice which can place limitations in their ability to implement change in sales technique.

Factor 4 – The time available to develop the needed skills

For some, time can be a factor for being able to implement change. A person may have the potential to develop the needed skills change but requires more time. In the business world where change is often driven by outside factors, the timeframe to implement change may not be flexible to accommodate everyone.

Factor 5 – The availability of resources to support the development of new abilities

The availability of resources to support a person during the development period plays in important role in implementing change.

These resources could include:

  • Financial support
  • Proper tools and materials
  • Personal coaching
  • Mentors and subject matter experts (SMEs)

This support structure not only promotes the development of the new skills but also can address any knowledge gaps that may appear after the change is implemented.

All these factors contribute to our Ability to successfully implement a change, so they should be considered in any change situation.

If you have any questions or need assistance with managing your change initiative, please do not hesitate to contact us.