Applying Change Management stage 4: Ability
In this blog series we will discuss how ADKAR, the model for individual change, can help you to engage others in implementing better change management in your change projects.
Ability is the stage in an individual’s change process where the change actually occurs. Ability is defined by an individual demonstrating the required changes such that overall expected performance results are achieved.
While knowledge and ability can seem similar, there can be a very large gap between the two. While someone can gain the knowledge about a new skill (the tools needed, the process, the proper technique), it may take much longer for this knowledge to translate into ability in terms of performance.
Helping individuals successfully built ability involves:
- Practice
- Time
- Coaching or role-modeling behavior
- Access to right tools
- Feedback
Tactics for Fostering Ability
- Direct involvement of coaches
- Access to subject matter experts
- Performance monitoring
- Hands-on practice during training
- Availability of expert resources to help employees
By understanding the difference between knowledge and ability, you can help employees not only learn new behaviors and skills required by a change, but make sure they can put that knowledge into practice. This ultimately allows true change to be realized at both the individual and organizational level.
Ability to implement new skills and behaviors related to change management
Ability is the fourth stage individuals reach after Awareness, Desire and Knowledge (linkit). Once an individual reaches the Ability stage, the team can act on the Knowledge individuals acquired through the change management process.
Questions people ask around Ability include:
”Once I have the Knowledge, will I be able to act on it?”
”What do I do when I have problems or questions?”
Key talking points and actions for growing Ability include:
- Consider the time and activities needed to develop new skills. Imparting Knowledge of how to change doesn’t automatically bring about change. It requires people to act in a new way (i.e., demonstrating Ability) for the change to be realized. You can foster Ability by providing hands-on instruction, one-on-one coaching, and access to subject matter experts.
- Coach change management practitioners. Coaching by experienced and skilled people is a great way to support and build Ability in your change team.
- Engage in two-way communication. While knowledge can sometimes be conveyed in a one-directional manner, you need to be available to hear concerns and questions and respond with direction and clarification. Two-way communication helps solidify Knowledge, so employees can act on it.
- Get interactive in your training sessions. Learning by doing is one of the most important ways to build Knowledge and Ability, especially in adult learning. Prosci’s Change Management Certification Program is built around participants working on an actual or simulated change they bring from their job. During the program, participants create the communication plan, do the sponsor assessment, identify special tactics, and more as they learn and apply the concepts. This builds Ability while transferring Knowledge.
- Share Knowledge-building resources. Your internal coaches and support staff are a great resource, especially when you provide these individuals the tools and information they need to effectively support project teams and change management teams during implementation.
