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.

Find Out More: Change Management Adoption - Leadership of Change® Volume 5

Peter consults, speaks, and writes on the Leadership of Change^®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: https://www.a2b.consulting  https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

~ Leadership of Change® Volume 1 - Change Management Fables

~ Leadership of Change® Volume 2 - Change Management Pocket Guide

~ Leadership of Change® Volume 3 - Change Management Handbook

~ Leadership of Change® Volume 4 - Change Management Leadership

~ Leadership of Change® Volume 5 - Change Management Adoption

~ Leadership of Change® Volume 6 - Change Management Behaviour

~ Leadership of Change® Volume 7 - Change Management Sponsorship

~ Leadership of Change® Volume A - Change Management Gamification - Leadership

~ Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming soon:

~ Leadership of Change® Volume C - Change Management Gamification - Behaviour

~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship

~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams

By Peter F Gallagher

Keywords: Business Strategy, Change Management, Leadership