Don't resist change embrace it! - ADKAR Model
Nokia's failure is typical, drunk in its past glorious achievements, unaware of the changes of the times, and eventually only to close down.
Under the new leadership of Microsoft, the company has shifted its focus from operating systems to cloud services, reshaped its culture, and returned to center stage, showing us that even a giant can turn around quickly and start anew.
Change has become an inevitable topic for companies and individuals
The ability to change - a basic ability that companies and individuals should have
In an era of rapid change, if you can't keep up with the times, you are bound to be left far behind. But many people say "change is seeking for death, no change is waiting for death!" So how to change in order to be successful?
What is ADKAR Model?
Change must start with the smallest unit and then spread to the whole, from partial to comprehensive. Organizations that want change to be successful must start with individual change. How to make individual change successful? It starts with influencing individuals, and it is in this context that the ADKAR Change Model was created. ADKAR is an acronym for the five outcomes individuals must achieve to succeed in change. Awareness, Desire, Knowledge, Ability, and Reinforcement
Awareness: Whether the actor is aware of the planned change, and the need and importance of the change.
Desire: Whether the actor has the will to change, what to expect from the change, and whether to support or oppose it.
Knowledge: Whether the actor has the necessary knowledge to carry out the change.
Ability: Whether the actor is capable of leading, implementing, and completing the change.
Reinforcement: Whether the actor has measures in place to solidify the state, habits, and results of the change.
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