Updated: Nov 23
Change Management Adoption: Leadership of Change Volume 5
Change Management Adoption: Achieving Employee Change Adoption in a major organisation change or transformation has mixed success and the ROI benefits are not always realised. For change adoption to be successful, the leaders, sponsor and change team should support the employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation for the change.
"For change adoption to be successful, support the employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation to achieve sustainable change and benefits realisation"
The AUILM® Model has 5 key steps and success factors for achieving change:
Awareness: The first tactic is to make the employee aware that there is a new change programme coming, and the change could impact them and their role within the organisation. Awareness should start to happen in the early stages of the change, i.e. when it is announced. Getting the change message out simultaneously, through as many communication channels as possible with a feedback loop for questions, is extremely important.
Understanding: The second tactic is to provide greater insights into the change so that the wider context is understood. This is best done when it is communicated during face-to-face meetings and events. The objective is to create an understanding about why the organisation is making the change and how it will impact employees, as well as what is required from them.
Involvement: The third tactic focuses on involving the employee in the change directly. Analysis from many change history assessment© (CHA©) indicates that employees are never more passionate stronger than when they have thought up their own arguments for believing what they believe. Keeping employees involved in issues that affect them will reduce resistance and start to gain their buy-in to the change.
Learning: The fourth tactic is about getting the employee to see the change as an opportunity for learning and growth. This step focuses on ensuring the employee has developed the new skills and behaviours for the change to be successful. The employee should be competent in their new role and replicating the new behaviours learnt. The support of the sponsor and the leadership team is still required to reinforce the change.
Motivation: The final tactic focuses on ensuring motivation for sustainable change after the change is passed back to operations and the change team has dissolved. With new skills maturing and the new behaviours being reinforced, the final stage is to make sure that employees remain motivated. This will ensure they are positively focused to do their part to improve organisation performance.
“A sign of leadership insanity is repeating the same failed change implementation approach and expecting employee change adoption”
About this book:
Organisations are operating in an environment of rapid change and transformation where success is dependent on employees adopting the new technology or way of working to improve operating performance and achieve the targeted return on investment (ROI). The fact that successfully implementation of the change or transformation is critical to the future viability of the organisation is sometimes not enough.
The Leadership of Change® Volume 5, focuses on how to achieve employee change adoption in a major organisation change or transformation using the AUILM® Employee Change Adoption Model. The AUILM® Model outlines the five key life cycle stages the employee goes through in the change transition. The model helps change teams to understand how employees tend to react during change and then supports them through the change, so resistance is minimised and adoption is maximised. For change adoption to be successful, employees should be supported through the change transition, being provided with Awareness, Understanding, Involvement, Learning, and Motivation so the organisation can achieve sustainable change and benefits realisation. Change implementation focuses on aligning employees, processes, systems and leaders, it is also supported by the a2B Change Management Framework® (a2BCMF®).
Further Reading: Change Management Adoption - Leadership of Change Volume 5.
Peter consults, speaks, and writes on the Leadership of Change®.
For further information please visit our websites:
Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2022-2021-2020) by Thinkers360.
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.