This week, Dan Neumann is joined by Adam Ulery to continue the conversation in regard to Organizational Change. In the previous episode, they discussed the first two steps proposed by the ADKAR Model for Change Management (Awareness and Desire), and today they follow with Knowledge, Ability, and Reinforcement.

 

Key Takeaways

• What does Knowledge Building look like?
• • Training and education are needed to help people get the knowledge they are going to need to be successful in this change.
  • The mindset component is a major part of an Agile Transformation; this mindset involves a different way to approach business and the delivery of a product.
• Dan and Adam talk about the “Follow the rules” approach.
• • There has to be some knowledge acquisition before “learning by doing.”
  • Formal training is very helpful (videos, books, classroom training).
  • A potential pitful is not giving adequate time or resources to allow the knowledge acquisition to really take place.
• See one, do one, teach one.
• • When someone teaches others they start to learn what they are teaching in a better way.
• Knowledge and Ability are tied together.
• • Knowing something needs to go along with being able to do it.
  • Acquiring more knowledge and improving abilities grow together.
  • Feedback is crucial to increasing someone’s ability to solve a problem.
  • Failing safely is part of learning.
  • Adam and Dan share on gradually increasing knowledge and ability from an enterprise perspective within a safe environment that fosters change.
• The Reinforcement piece.
• • Celebrate examples of the change.
  • Be happy and excited about the change.
  • By reinforcing you are creating more awareness!
  • Rewarding people is necessary. (Bonuses matter!)
  • Public celebrations and peer-to-peer recognition are effective ways of reinforcement.

 

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