The focus of change management is to guide each person through a smooth transition from the old to the new, empowering them to embrace, adopt and use the new tools, systems and processes in the future state.
As a strategic business transformation initiative, Aggie Enterprise will result in changes to many of the current business processes and tools. Mindful of these impacts, the project sponsors have appointed a Change, Communications and Training (CCT) team to help prepare, equip and support individuals throughout the UC Davis community to successfully navigate the change.
Partnering closely with the Project Management Office (PMO), the CCT team will integrate change management and project management strategies in support of the various Aggie Enterprise work streams.
Project Management and Change Management Strategy (PDF) | Text-only version
Why is change management important?
Change management serves as the framework to support and understand the change and its effect on UC Davis and its employees. Integrating change management with project management increases the likelihood of achieving the results and outcomes of the initiative.
Effective change management provides the following benefits:
- It fosters cooperation, collaboration and communication.
- It provides individuals the support to raise concerns and provide feedback.
- It provides thoughtful, efficient communications, factoring in the audience, sender, key message, and communication methods.
- It helps to maintain morale and productivity during the transition.
- It helps to minimize resistance to change.
- It helps minimize stress, anxiety, fear, and change fatigue.
Our Change Management Approach: Prosci ADKAR® Model
UC Davis has selected the Prosci change management methodology due to its research-based structure, and its people-focused individual change model, ADKAR.
ADKAR represents the five elements that an individual needs to achieve in order to successfully navigate change: Awareness, Desire, Knowledge, Ability and Reinforcement. The foundation of this model is respect for people, acknowledging that organizational change can only happen when individuals change.
- A - Awareness represents a person’s understanding of the nature of the change, why the change is being made and the risk of not changing. When you achieve awareness, it will feel like, “I understand why . . ."
- D - Desire represents the willingness to support and engage in a change. It can be influenced by the nature of the change, by personal circumstance, and by intrinsic motivators unique to each person. When you achieve desire, it will feel like, “I have decided to . . ."
- K - Knowledge represents the information, training and education necessary to know how to change. This includes information about behaviors, processes, tools, systems, skills and job roles/ responsibilities. When you achieve knowledge, it will feel like, “I know how to . . .”
- A - Ability represents the demonstrated capability to implement the change and achieve the desired performance level. It is turning knowledge into action. When you achieve ability, it will feel like, “I am able to . . .”
- R - Reinforcement represents the internal and external factors that sustain a change. This includes any action that reinforces the change, including: employee recognition, rewards, and celebrations. When you achieve reinforcement, it will feel like, “I will continue to . . .”
Recognizing that change takes time and requires an integrated approach, change activities have been carefully planned to support successful adoption of the changes that Aggie Enterprise brings to UC Davis. Through a mixture of communications, sponsorship and training activities, our change management plans provide a framework for the organizational change strategy, always keeping in mind the ADKAR individual change model.