[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-244158-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-244158-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","engaging-staff-managing-change-checklist-adkar","Engaging Staff & Managing Change Checklist - ADKAR","","A practical checklist for engaging staff and guiding change within a public health modernization context. It walks leadership teams through assessing change scope and affected people, evaluating readiness and likely resistance, and performing strengths and gaps self-assessments. It also provides guidance for tailored communication, training, and reinforcement practices. 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They also determine whether the change is gradual or radical to guide the response approach.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What does the checklist require for assessing staff readiness and resistance?",{"text":68,"@type":64},"It asks leaders to review the impacted staff’s value system and background, gauge how much change is already happening, and identify what type of resistance can be expected.",{"name":70,"@type":61,"acceptedAnswer":71},"How is the ADKAR assessment used to decide what to fix first?",{"text":72,"@type":64},"Leaders identify the first ADKAR element that scores 3 or below as the “barrier point.” They then address that lowest-rated area first, because improving it supports progress across the following goals.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},244158,1790165512,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,113,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":111,"slug":112},17,40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},18,"Letters",30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":110,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":33,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":26},549768064778,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Checklist:   \nEngaging Staff & Managing Change   \nThis checklist complements information found in the following change management tools in the CLHO Public Health Modernization Roadmap:  \n▪ Checklist: Developing Leadership Support for Change  \n▪ Individual Change Management: Awareness Desire Knowledge Ability Reinforcement  \n▪ Change Management in Public Health Modernization  \nThe leadership team (see Step 1, Critical Strategy 2 of the Roadmap) has  \nassessed the scope of the change and can answer these questions:  \n▪ How big is this change?  \n▪ How many people are affected?  \n▪ Is it a gradual or radical change?  \nThe leadership team has assessed the local health department’s readiness for  \nchange including:  \n▪ What is the value-system and background of the impacted staff?  \n▪ How much change is already going on?  \n▪ What type of resistance can be expected?  \nThe leadership team has conducted a self-assessment of strengths and gaps  \nin managing change (see Step 2, Critical Strategy 2 of the Roadmap)  \nCommunication plans have been developed that adhere to the following:  \n▪ Takes into consideration staff values  \n▪ Targets different groups of staff (i.e. frontline staff, management, etc.)  \n▪ Builds awareness around the need for public health modernization and the risks of not engaging in change (first)  \n▪ Shares specific details about change plans in an open and honest way  \n▪ Invites comment and suggestions  \nThe leadership team has reviewed tools for individual change management  \n(see Individual Change Management: Awareness, Desire, Knowledge,  \nReinforcement (ADKAR) tool on the following pages)  \nThe leadership team has a clear plan for providing training and guidance for  \nstaff who are affected by the change  \nThe leadership team has identified ways to reinforce change  \nCLHO Public Health Modernization Roadmap  \nStep 1: Prepare for change & plan for success, Critical Strategy 2: Implement change management  \nA D K A R  \nIndividual/Organization Change Management: Awareness Desire Knowledge Ability Reinforcement (ADKAR)  \nAdapted from Prosci Change Management, [prosci.com](prosci.com)  \nThe ADKAR Tool is a resource to guide individuals, teams, and organizations through change. The acronym, ADKAR, stands for five elements that can be used to determine readiness for, and to help bring about, change. These characteristics are: Awareness, Desire, Knowledge, Ability and Reinforcement.  \nHow to use the ADKAR Tool:  \nTo use the ADKAR Tool, complete the blank template on the next two pages. The template can be used for individuals, teams, or entire groups of staff to determine. Usually a supervisor or team leader will work with individuals, teams, or organizations to complete the template.  \n1. Begin by clearly defining the change that is occurring. Provide as much detail as possible when describing the change, as this will be helpful when completing the next steps in the template.  \n2. Work with the individual or group to identify their understanding of the change according to the five ADKAR elements. After doing so, score the individual, team, or organization as instructed in the template.  \n3. Apply the results of the scoring process by addressing the areas with the lowest ratings as instructed in the final page of the template.  \nA D K A R  \nWhat is the change?  \nDescribe the change that is occurring in detail. Who is the involved? What are the main elements of change occurring? When is this change happening?  \n\n|  A  Awareness of the need for change | Score |\n| --- | --- |\n| Notes: |  |\n|  D  Desire to make the change happen | Score |\n| Notes: |  |\n|  K  Knowledge about how to change | Score |\n| Notes: |  |\n|  A  Ability to change | Score |\n| Notes: |  |\n|  R  Reinforcement to retain change | Score |\n| Notes: |  |\n\nSource: Prosci Change Management, [prosci.com](prosci.com)  \nAwareness  \nList the reasons you believe the change is necessary. Review these reasons and rate the degree to which this person/team/organization i","cbCaiksfoI8NlWJd","https://ap.wps.com/l/cbCaiksfoI8NlWJd","pdf",159677,"English","# Engaging Staff & Managing Change Checklist\n## Assessing the Change and Readiness\n## Communication, Training, and Reinforcement\n## ADKAR Tool and Assessment Steps","[{\"question\":\"How do leaders determine how big the change is and how many people are affected?\",\"answer\":\"Leaders assess the scope of the change and confirm how many people are affected. They also determine whether the change is gradual or radical to guide the response approach.\"},{\"question\":\"What does the checklist require for assessing staff readiness and resistance?\",\"answer\":\"It asks leaders to review the impacted staff’s value system and background, gauge how much change is already happening, and identify what type of resistance can be expected.\"},{\"question\":\"How is the ADKAR assessment used to decide what to fix first?\",\"answer\":\"Leaders identify the first ADKAR element that scores 3 or below as the “barrier point.” They then address that lowest-rated area first, because improving it supports progress across the following goals.\"}]","Engaging Staff & Managing Change Checklist - ADKAR | PDF",1789213131]