Customer Reviews

ADKAR: a Model for Change in Business, Government and our Community : How to Implement Successful Change in our Personal Lives and Professional Careers

5 star:		(11)
4 star:		(2)
3 star:		(1)
2 star:		(1)
1 star:		(0)

 

 

Good book makes a lot of sense and will make you think differently about project/change management. I find myself looking at projects that are not moving and/or moving very slowly and trying to find which "letter" is causing the project to stall. ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement. The author does a very good job explaining each of the ADKAR elements, what they are, how they affect a project and gives suggestions to improve each one. Only real question I had is how to apply it consistently. My guess is you learn how to implement it by taking his week long class on change management.

I read this book before I bought it. Of all the books on this model for change management, this was my favorite. It is a straighforward look at organizational change. If you are familiar with change management, it won't be new and diiferent. For me, it was a nice explanation of the steps in this methodology and something I will reference often as I work through organizational change.

My co-workers were not as interested in this book, citing its dry writing. They prefered the books that focused more on individual change management which included more checklists and charts. If you like the individual focus, check out some of the other books by the same authors. All use the ADKAR methodology.

We've had a chance to use the ADKAR book, along with many of the Prosci supplemental tools and techniques, with a variety of public sector clients. The ADKAR approach resonates and sticks with participants at any level of the organization and really seem to make sense for managers working at managing change within their organizations.

After using the book, I've often returned to the organization and find the ADKAR language and approach still 'alive and well' and being applied to technical and improvement projects that have an impact on people. I'm sure that these managers and organizations previously would have called their 'communication plan' their 'managing change' plan and would have neglected to work through any people impacts.

The structure of the book, with an overview and then an application chapter, provides a variety of methods to access the ADKAR concepts and provide groups with good examples of how to work through Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR) in their projects and organizations. This book really seems to work and 'sticks' with anyone who's worked with or read the material. I highly recommend ADKAR.

ADKAR is simply the best book on change I have read in my 15 year career as a change manager. The ADKAR model describes the five stages that individuals needs to complete for change to succeed and be sustained - Awareness, Desire, Knowledge, Ability and Reinforcement. It is simple and easy to understand - with no jargon or psychobabble. It's not a fad or a fable with mice or penguins - it' s based on research into organisational change with managers and change agents.

Don't be fooled by the direct, simple nature of the ADKAR model - it is not simplistic or superficial. ADKAR is a very insightful and powerful tool for managing change. It can be used by change leaders to plan the introduction of change to a team or organisation, to identify challenges and opportunities and trouble shoot resistance to change. It is also a practical tool for managers at all levels to guide their teams through change and to make sure they have the right conversation with each team member to address their concerns and needs.

I have used the ADKAR model for three years now, as a change manager, and I have found it more practical and valuable than any other change tool. It demystifies change for managers and gives them the confidence to talk to their teams about change and handle resistance.

The book is an easy and enjoyable read, with examples and case studies from organisations, the community and world affairs that everyone can relate to. Each chapter contains specific, practical suggestions for how to build awareness, desire, knowledge, ability and reinforcement.

interesting model, numerous matter of fact examples and applications. more self development than oraganizations oriented

Length:: 1:17 Mins

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I found out about this book in my search for a new job and it was listed in a job description. I am a change agent, and I found this book to give good information. However, it was as I call it " the happy path" version. It did not tell you how to deal with adversity of insecure people and poor leaders. It just gave you stages, which is great, but the hard part is dealing with poor leadership, jealous and insecure people who are just out their trying to save their jobs.

If you're going through organizational change and believe there ought to be a better way, the ADKAR method is a good place to start.

Basic overview of the ADKAR / Prosci approach to organizational change management. Would have been a good Kindle product, except Prosci doesn't make it available in that format. Same book available in audio format but currently only through Prosci site.

ADKAR is a widely applicable work for anyone who has to deal with change. Regardless of whether you work at a private business, not-for-profit, or government entity, all of us are affected by changes that go on in the workplace, and this book introduces an insightful perspective to change and how change can be better addressed. And, fortunately for the reader, ADKAR was written by a pioneer in the field of change management, and the preeminent figure in the world of ADKAR methodology.

The scope of the book, as the title suggests, focuses solely on the ADKAR model. It doesn't so much as mention competing theories of change management (i.e. person-centered implementation, unfreeze-change-refreeze, etc.). So if you're looking for a broader introduction to change management itself, you'll have to look elsewhere.

If, on the other hand you're interested in reading on any methodology within the field of change management, or are specifically seeking out information on ADKAR, this is the book to start with. The author provides a very brief (3-page) introduction to ADKAR, which may be too brief for readers who encounter this book as their first exposure to the topic. He then jumps right in and spends the first third of the book explaining each of the elements of the model, followed by the remainder of the book on how to create/deliver/realize the methodology in practice.

Each element of the model is explained quite well, including examples of organizations which have successfully and unsuccessfully addressed change, the factors that affect the element, roles involved, and tactics to remediate the negative factors involved in a change. The author makes no assumptions concerning the reader's knowledge of the topic as he walks through the model, but includes insightful nuggets that even those already familiar with ADKAR will find informative.

Upon closing the book, I found myself wanting to know more about the details of ADKAR and how it can be implemented, and it would certainly have been possible for the author to include more, as the book is only 150 pages long. However, I believe the author made the right choice in limiting the length of the book, as expounding too much would have likely made the book too dry and less interesting. Overall, I found this book to be a wonderful introduction to ADKAR, and feel like I walked away from it knowing vastly more about change than I did when I set out to read it.

Jeff Hiatt does an outstanding job of presenting a simple model to explain why individuals and organizations struggle with change. His five building blocks for change: awareness, desire, knowledge, ability, and reinforcement are presented in this book. Since being introduced to this model, I think of ADKAR every time I go through a personal or professional change. Thanks Jeff for making it an informative and FUN read!!!