This is the third installment of articles addressing the ADKAR change management model. Today’s topic is the third element of the ADKAR change management model – Knowledge:

  • 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

When a person has the awareness of the need to change and the desire to participate and support the change, knowledge is the next component in the process for realizing the change.

Knowledge in the ADKAR model represents how to implement a change and it includes:

  • Training and education on the skills and behaviors needed to change
  • Detailed information on how to use new processes, systems, and tools
  • Understanding of the new roles and responsibilities associated with the change

There are four main factors influencing the successful implementation of the knowledge element within the ADKAR model:

Factor 1 – The current knowledge base of the individual

For some changes, a person may already have the required knowledge. In other cases, the knowledge gaps can be large. The gap between a person’s current knowledge level and the knowledge required for the change will directly impact the probability of success.

Factor 2 – The capacity or capability the person to gain additional knowledge

Each of us has a different capacity to learn. Some pick-up the new information quickly, while others struggle to pick-up the new information. Also, the type of new knowledge required can have an impact. For example, some people learn new concepts easily but have difficulty with learning new technical skills. For others, learning new information that requires memorization may cause them difficulties.

Factor 3 – The resources available for education and training

The available resources to provide the education and training can influence how the knowledge element is delivered. The availability and quality of the resources – instructors, subject-matter-experts, facilities, books and materials, equipment and systems – will greatly influence delivery of knowledge.  Also not to be forgotten is funding and support from leadership to allow for the knowledge needs.

Factor 4 – The access to or existence of the required knowledge

For some types of change, the knowledge may not be accessible, may not exist, or may not be fully developed. Location of an organization may also hinder the needed learning. Things like infrastructure (i.e., Internet connectivity) or limited access to educational institutions or subject-matter-experts contribute to this factor.

So these are the factors that need to be considered when planning for the Knowledge for a change initiative.

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