Modernizing corporate processes equally requires a technical and human level.

The Awareness phase is all about ensuring your employees understand the necessity of changes. This is largely done through communications activities aimed at transparency and the benefits we want to achieve together with you. The entire ADKAR model is based on the necessity to build trust in order to anchor change quicker and with more stability. This is why this phase is highly relevant.

The aim of this phase is to awaken the need and desire for change in every single person involved in the change. This addresses both the logical and emotional sides. The key to the success of this phase is ensuring that people understand the advantages of the change and have been convinced that it is relevant to them.

This phase of the ADKAR Change Management model ensures everyone in the organization not only knows about the necessity of changes but also fully understands this. A clear definition of the required abilities and knowledge helps to identify existing gaps in know-how and to close these gaps using suitable training and further qualification activities.

In the ADKAR Change Management Model, we differentiate between the theoretic knowledge about the changing processes and the actual ability to carry out the new tasks. A change will only have been successfully introduced when the people affected by the change are actually in a position to fill the contents of the change with life.

The last stage in the ADKAR Change Management model deals with the necessity to maintain the desire, knowledge and abilities and to hold onto the contents of the change. Actions such as evaluations, incentives and rewards will help make the change become the new norm.