In this challenging economic climate, companies often find themselves requiring significant change to maintain business advantage.  The most important factor in realising these changes is not ‘things’ but people.

Communication is often cited as one of the essential elements for managing change and emotionally intelligent leaders are aware of the feelings of staff and the need to know ‘why?’.  Simply being aware of the change will not ensure change is effective.

Beacon’s approach to change focuses on the ADKAR model with five building blocks

  • Awareness
  • Desire
  • Knowledge
  • Ability
  • Reinforcement

When awareness of change has been established – what is the change? What is the context of the change? How does it affect me? What is my motivation? – the desire to participate and support the change can be recognised. This is reinforced by creating better understanding through knowledge of the changes related to training and education on the skills needed to change, understanding new roles and responsibilities and detailed information on new processes and systems.

Several factors can affect change acceptance and throughout the process Beacon will address these blocks including;

  • Physiological
  • Physical
  • Intellectual capacity
  • Time available to develop required skills
  • Personal development
  • Availability of resources to support development
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