In his latest book, Jeff Hiatt presents his third in a series on the radar model, which aims to change the way business leaders think about the role of brands in building organizational culture. This third book focuses on the radar model’s role in the provision of knowledge and learning in an organization. Building organizational culture, according to Hiatt, is a process by which leaders help members of their organizations to gain new skills and knowledge. This helps to solve problems by creating flexibility and by ensuring that members can adapt quickly to changing circumstances. The radar model focuses on four core values that ADKAR consultants should promote in their consulting practices.
Building Organizational Culture
Building corporate culture means that ADKAR consultants should first and foremost be aware of what they are representing. At the same time, dear consultants must also do their best to ensure that they are providing true value and not simply participating in activities aimed at achieving organizational change goals. The radar model offers key strategies for ensuring success when it comes to building organizational culture. Learn how to make change happen, build awareness, generate desire, build knowledge and foster ability through change initiatives.
The first step towards ADKAR model success is to create awareness. This can be done through various methods including traditional media, such as advertisements, journals, and conferences, and non-traditional channels, such as community-based initiatives, conferences, and more. As much as possible, conduct change-making activities that draw attention to the issues and create awareness among people who might be interested in learning more about your organization’s activities and the business practices that you employ. When you create awareness, people are then more likely to follow your example and help make positive changes within the organization.
The second step to the altar model of change management is to create a culture. An ADKAR consultant should work to create a positive perception of the company and what it stands for. For instance, if the company wants to engage in a particular change initiative, the ADKAR model must encourage people within the organization to speak out and make their voices heard. This will enable those who are not participating in change initiatives to see the need for change within their relationships and the larger organization. By making a personal effort to speak up, people will begin to see the tangible benefits of speaking up and organizing on issues.
Another way to create awareness in the ADKAR model of change management is to ensure that your employees understand what is expected of them. Make posters and announcements that give clear expectations of what is expected of employees to create positive behaviours within your organization. Inform employees beforehand what will happen if they fail to meet the requirements of the change initiative. For instance, if you want to implement strict rules regarding alcohol sales in the workplace, then you should inform your employees before the change takes place. You might also find that having a formal employee meeting where you outline expectations for the change can be an effective way to create awareness among your employees.
Once you have created awareness within the ADKAR model of change, you can move forward with implementing the changes. If you have implemented a change that affects fewer people within the company, then you may not have to worry about creating mass awareness. If you have a large shift, then it may be necessary to create a mass awareness campaign to change behaviour. By creating news outlets and distributing pamphlets, you can greatly increase the awareness of the change in your company.
The radar model of change management also allows you to make a conscious effort to choose leaders in your organization that will actively participate in making the change occurs. Leaders should take an active role in how the change happens within your company so that they can contribute to the transformation of your business. They should be involved from the beginning and work with you to determine where your next steps should take. It is important to choose leaders who are willing to learn from your mistakes and willing to implement the changes that you make.
The radar model also helps you with the reinforcement of change. Once you have created awareness and created a change plan, you must create a way for those who are working within your organization to reinforce the change. You can do this by providing bonuses or increases to employees who make the changes that you are requesting. This reinforcement is important because it helps people feel like they are accomplishing something when they receive recognition from their peers. It also creates a feeling of security within your organization and creates an environment in which those who already are working will continue to want to achieve goals that will be more challenging.