My article ‘How to consign ‘just too late’ training to the bin ‘ http://www.bcs.org/server.php?show=conWebDoc.12141 was written with trainers in mind but it should equally be read by Project Managers wondering how training practitioners in IT can help them with user engagement.
The ADKAR change model, first published by Prosci in 1998, supports the idea that people are the key to successful change, not organisations and that individual change needs to match the stages of organisational change for change to realise true organisational benefit.
Effective management of the people dimension of change requires managing five key goals that form the basis of the ADKAR model:
- Awareness of the need to change
- Desire to participate and support the change
- Knowledge of how to change (and what the change looks like)
- Ability to implement the change on a day-to-day basis
- Reinforcement to keep the change in place
Well, project managers … we can help create and deliver awareness campaigns, create motivation for change, upskill users to implement the change through an understanding of its impact on them and their work and reinforce the change to maintain success. And on top of it all, we WANT to help.
Call to action!
If you are a project manager, go and find your training counterpart, say hello and ask them to help you to engage users in your next project. If you are a training practitioner, search out your organisation’s next project, find the Project Manager and offer to engage users by becoming part of the project team from today. Of course, you could always comment on today’s blog if you prefer.
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