Dec 24, 2021
This week, Dan Neumann is joined
by Adam Ulery to accompany you on Christmas Eve in an Agile
way. This time of the year is for reflection, to be grateful about
the blessing of the year as well as a time to think about what
wants to be changed and improved.
This episode is the first of two
where Adam and Dan talk about organizational change management and
present the steps involved in the ADKAR Method: Awareness, Desire,
Knowledge, Ability, and Reinforcement as they dive deep into the
first two steps: Awareness and Desire.
- Annual goals or New Year’s
- Time for reflection and forward
- New Year’s resolutions tend to be pleading
kinds of decisions and they tend to be abandoned during the
- Organizational Change Management.
- Real change management is needed to achieve
- ADKAR Method: Awareness, Desire, Knowledge,
Ability, and Reinforcement.
- Waterfall Project Management.
- If you don’t understand the change or the need
for it, you won’t support it.
- What is the nature of the change?
- People really need to understand
why the change is necessary
- Top leadership needs to communicate how the
change is aligned with the direction and the strategy of the
- What are some ways of building
- There needs to be Awareness of the nature of
- Marketing people can be in charge of the
communication of the change as well as HR.
- In-person events are important to communicate
- Awareness building even before there is a brand
- One-on-one conversations are useful to
anticipate the change coming.
- Awareness is the key first step (and it’s
surprising how often this step is skipped).
- Desire: Why should I change the tasks that I do
on an everyday basis?
- Dan tells a professional experience about
change, awareness, and desire.
- Long feedback loops are obstacles and cause
struggle; shortening them provides tremendous value.
- How can you build desire for people “in the
middle”? Help them think about their personal goals, ambitions, and
aspirations and explain some of the benefits involved in the
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