{"id":3740,"date":"2022-02-11T16:16:47","date_gmt":"2022-02-11T08:16:47","guid":{"rendered":"https:\/\/blog.visual-paradigm.com\/pl\/?p=3740"},"modified":"2022-11-28T16:41:41","modified_gmt":"2022-11-28T08:41:41","slug":"adkar-model-for-change-management","status":"publish","type":"post","link":"https:\/\/blog.visual-paradigm.com\/pl\/adkar-model-for-change-management\/","title":{"rendered":"Model Zarz\u0105dzania Zmian\u0105 ADKAR"},"content":{"rendered":"

W dobie szybkich zmian, je\u015bli nie nad\u0105\u017cysz za duchem czasu, na pewno zostaniesz daleko w tyle.\u00a0Ale wielu ludzi m\u00f3wi: \u201eZmiana to szukanie \u015bmierci, a brak zmiany to czekanie na \u015bmier\u0107\u201d!\u00a0Jak wi\u0119c zmieni\u0107, by odnie\u015b\u0107 sukces?<\/span><\/p>\n

Pora\u017cka Nokii jest typowa, upojona chwalebnymi osi\u0105gni\u0119ciami z przesz\u0142o\u015bci, nie\u015bwiadoma zmian czas\u00f3w i ostatecznie mo\u017ce tylko zamkn\u0105\u0107 swoje podwoje.<\/span><\/p>\n

Microsoft pod przyw\u00f3dztwem nowego szefa przeni\u00f3s\u0142 punkt ci\u0119\u017cko\u015bci z system\u00f3w operacyjnych na us\u0142ugi w chmurze, na nowo odkry\u0142 kultur\u0119 swojej firmy i wr\u00f3ci\u0142 na g\u0142\u00f3wn\u0105 scen\u0119, pokazuj\u0105c nam, \u017ce gigant mo\u017ce szybko si\u0119 odwr\u00f3ci\u0107, zacz\u0105\u0107 od nowa i odtworzy\u0107 chwa\u0142\u0119.<\/span><\/p>\n

 <\/p>\n

Zmiana sta\u0142a si\u0119 nieuniknionym tematem dla przedsi\u0119biorstw lub os\u00f3b fizycznych<\/span>
\nZdolno\u015b\u0107 do zmiany \u2013 podstawowa umiej\u0119tno\u015b\u0107, kt\u00f3r\u0105 powinna posiada\u0107 firma lub osoba fizyczna<\/span><\/p><\/blockquote>\n

 <\/p>\n

\"\"<\/p>\n

Jak zarz\u0105dza\u0107 zmian\u0105?<\/span><\/span><\/h3>\n

Zmiana musi rozpocz\u0105\u0107 si\u0119 od najmniejszej jednostki, a nast\u0119pnie rozprzestrzeni\u0107 si\u0119 na ca\u0142o\u015b\u0107, od cz\u0119\u015bciowej do kompleksowej.\u00a0Organizacje, kt\u00f3re chc\u0105, aby zmiana odnios\u0142a sukces, musz\u0105 zacz\u0105\u0107 od zmiany indywidualnej.\u00a0Jak sprawi\u0107, by indywidualna zmiana zako\u0144czy\u0142a si\u0119 sukcesem?\u00a0Zatem,<\/span><\/p>\n

 <\/p>\n

Zmiana jest strategiczna, zmiana nast\u0119puje krok po kroku, a zmian\u0105 trzeba zarz\u0105dza\u0107.<\/span><\/p><\/blockquote>\n

 <\/p>\n

W tym kontek\u015bcie powsta\u0142 model zmiany ADKAR.<\/span><\/p>\n

Co to jest model zmiany ADKAR?<\/span><\/span><\/h2>\n

Jak wspomniano wcze\u015bniej, zmiana jest cz\u0119sto z\u0142o\u017conym i trudnym procesem, a co wa\u017cniejsze, jest nieunikniona.\u00a0Zarz\u0105dzanie zmian\u0105 na poziomie indywidualnym i organizacyjnym wymaga nowych pomys\u0142\u00f3w, nowych modeli zmian oraz nowych ram i narz\u0119dzi, aby skutecznie osi\u0105gn\u0105\u0107 po\u017c\u0105dan\u0105 zmian\u0119.\u00a0ADKAR mo\u017cna zastosowa\u0107 do wszystkich form zmian, aby kierowa\u0107 skutecznymi programami zmian.<\/span><\/p>\n

Model Transformacji ADKAR, stworzony przez za\u0142o\u017cyciela Prosci, Jeffa Hiatta, sk\u0142ada si\u0119 z pi\u0119ciu inicja\u0142\u00f3w reprezentuj\u0105cych pi\u0119\u0107 etap\u00f3w zmian, kt\u00f3re jednostka musi przej\u015b\u0107, aby odnie\u015b\u0107 sukces.\u00a0\u015awiadomo\u015b\u0107, Pragnienie, Wiedza, Zdolno\u015b\u0107 i Wzmocnienie.<\/span><\/p>\n

Proces opracowywania zmian ADKAR<\/span><\/span><\/h3>\n

<\/p>\n

EDYTUJ TEN SZABLON<\/span><\/a><\/p>\n

\u015awiadomo\u015b\u0107:<\/span><\/strong>\u00a0Czy aktor jest \u015bwiadomy planowanej zmiany oraz potrzeby i znaczenia zmiany.<\/span><\/p>\n

Z analizy ADKAR wynika, \u017ce \u200b\u200bkluczowym motorem zmian jest \u201ePercepcja \u015awiadomo\u015bci\u201d, je\u015bli aktor nie potrafi dostrzec, dlaczego chce si\u0119 zmieni\u0107 i jaki jest pow\u00f3d zmiany.\u00a0Wtedy zmiana nie mo\u017ce nast\u0105pi\u0107.\u00a0Budowanie poznawcze jest najbardziej krytycznym aspektem inicjatywy zmian, a \u017ar\u00f3d\u0142ami poznawczymi aktor\u00f3w s\u0105 wp\u0142ywy wewn\u0119trzne i zewn\u0119trzne.\u00a0Wp\u0142ywy zewn\u0119trzne na og\u00f3\u0142 pochodz\u0105 z opinii wp\u0142ywowych ludzi wok\u00f3\u0142 nich, takich jak mentalno\u015b\u0107 stada.<\/span><\/p>\n

Pragnienie:<\/span><\/strong>\u00a0Czy aktor ma wol\u0119 zmiany, czego si\u0119 spodziewa\u0107 po zmianie i czy j\u0105 wspiera\u0107, czy przeciwstawia\u0107.<\/span><\/p>\n

Po ustaleniu poznania aktor zaczyna dzia\u0142a\u0107, a kluczem do wp\u0142ywania na dzia\u0142anie jest WIIFM (What In It For Me), czyli natura cz\u0142owieka i tu zaczyna si\u0119 pojawia\u0107 \u201ePragnienie\u201d.\u00a0Silne pragnienie wzmocni oczekiwania aktora co do zmiany.\u00a0W tym momencie d\u0105\u017cenie do zmiany prze\u0142\u0105czy si\u0119 z wp\u0142ywu zewn\u0119trznego na samooczekiwanie, oczekuj\u0105c, \u017ce zmiana si\u0119 urzeczywistni.<\/span><\/p>\n

Wiedza:<\/span><\/strong>\u00a0Czy aktor ma wiedz\u0119 niezb\u0119dn\u0105 do przeprowadzenia zmiany.<\/span><\/p>\n

Po wygenerowaniu zapotrzebowania aktor musi posiada\u0107 odpowiedni\u0105 wiedz\u0119, aby podj\u0105\u0107 dzia\u0142ania na rzecz zmiany i pojawia si\u0119 potrzeba \u201eWiedzy i wiedzy\u201d.\u00a0Maj\u0105c pe\u0142n\u0105 wiedz\u0119, zmian\u0119 mo\u017cna przeprowadzi\u0107 p\u0142ynniej.<\/span><\/p>\n

Zdolno\u015b\u0107:<\/span><\/strong>\u00a0czy aktor jest w stanie poprowadzi\u0107, wdro\u017cy\u0107 i zako\u0144czy\u0107 zmian\u0119.<\/span><\/p>\n

Przy odpowiedniej wiedzy kluczem do sukcesu w faktycznym wdra\u017caniu zmiany jest \u201eUmiej\u0119tno\u015b\u0107\u201d, kt\u00f3r\u0105 okre\u015blaj\u0105 uwarunkowania w\u0142asne aktora, takie jak IQ, sprawno\u015b\u0107 fizyczna i do\u015bwiadczenie.\u00a0Proces ten zale\u017cy od warunk\u00f3w samych aktor\u00f3w.\u00a0Je\u015bli warunki aktor\u00f3w nie mog\u0105 spe\u0142ni\u0107 oczekiwa\u0144 zmiany, zmiana nie powiedzie si\u0119 nawet poprzez uprzedni proces poznania, pragnienia i wiedzy.\u00a0Je\u015bli program coachingowy zostanie wprowadzony na tym etapie i zapewniony zostanie coaching jeden na jeden, aby pom\u00f3c aktorom w pobudzeniu ich potencja\u0142u i prze\u0142amaniu narzuconych sobie granic, b\u0119d\u0105 oni w stanie skutecznie wdro\u017cy\u0107 zmian\u0119 i osi\u0105gn\u0105\u0107 cel zmiany.<\/span><\/p>\n

Wzmocnienie:<\/span><\/strong>\u00a0Czy aktor ma \u015brodki w celu utrwalenia stanu, nawyk\u00f3w i wynik\u00f3w zmiany.<\/span><\/p>\n

Kiedy aktorzy osi\u0105gn\u0105 cel zmiany, skutki zmiany utrwal\u0105 si\u0119 i ukszta\u0142tuj\u0105 nawyk, kt\u00f3ry staje si\u0119 wa\u017cnym celem tego procesu.\u00a0W tym momencie stosuje si\u0119 motywacj\u0119 i inne \u015brodki, aby wzmocni\u0107 pozytywne wyniki i zako\u0144czy\u0107 cykl zmian.<\/span><\/p>\n

Przyk\u0142ad ADKAR<\/span><\/span><\/h3>\n

Na przyk\u0142ad, je\u015bli masz pomys\u0142 na nauk\u0119 francuskiego, najpierw wiesz, \u017ce nauka francuskiego jest dla ciebie wa\u017cna i \u017ce dobra nauka francuskiego mo\u017ce przynie\u015b\u0107 ci wiele korzy\u015bci.\u00a0A im silniejsza motywacja, tym bardziej b\u0119dziesz zmotywowany do nauki francuskiego.\u00a0W tym momencie widzisz, jak twoi koledzy szybko awansuj\u0105 w miejscu pracy dzi\u0119ki bieg\u0142o\u015bci w j\u0119zyku francuskim i sukcesom w prowadzeniu mi\u0119dzynarodowych projekt\u00f3w.\u00a0Zainspiruje Ci\u0119 do nauki j\u0119zyka francuskiego, poniewa\u017c doskona\u0142a znajomo\u015b\u0107 j\u0119zyk\u00f3w obcych jest niezb\u0119dna w miejscu pracy.\u00a0Zapisz si\u0119 na sesj\u0119 naukow\u0105, aby uczy\u0107 si\u0119 francuskiego.\u00a0Po okresie nauki opanowa\u0142e\u015b klucz do nauki j\u0119zyka francuskiego, a Twoje umiej\u0119tno\u015bci w tym zakresie poprawi\u0142y si\u0119.\u00a0W tej chwili istnieje mo\u017cliwo\u015b\u0107 otrzymania nagrody organizacyjnej za dobrze wykonan\u0105 prac\u0119 ze wzgl\u0119du na znajomo\u015b\u0107 j\u0119zyka francuskiego,\u00a0a potem wierz\u0119, \u017ce musisz mie\u0107 silniejsze pragnienie nauki francuskiego.\u00a0Wykorzystali\u015bmy model ADKAR do analizy wynik\u00f3w w nast\u0119puj\u0105cy spos\u00f3b.<\/span><\/p>\n

    \n
  1. \u015awiadomo\u015b\u0107:<\/span><\/strong>\u00a0znaczenie nauki j\u0119zyka francuskiego<\/span><\/li>\n
  2. Pragnienie:<\/span><\/strong>\u00a0Obserwowanie, jak inni si\u0119 poprawiaj\u0105, daje ci si\u0142\u0119 do kierowania sob\u0105<\/span><\/li>\n
  3. Wiedza:<\/span><\/strong>\u00a0wysi\u0142ek w\u0142o\u017cony w nauk\u0119 francuskiego<\/span><\/li>\n
  4. Umiej\u0119tno\u015bci:<\/span><\/strong>\u00a0Posiadanie znajomo\u015bci j\u0119zyka francuskiego potrzebnej do wykonywania pracy<\/span><\/li>\n
  5. Wzmocnienie:<\/span><\/strong>\u00a0Aby wykona\u0107 dobr\u0105 robot\u0119, otrzyma\u0107 nagrod\u0119 od organizacji i uczy\u0107 si\u0119 intensywniej<\/span><\/li>\n<\/ol>\n

     <\/p>\n

    Wi\u0119cej przyk\u0142ad\u00f3w i szablon\u00f3w zmian modelu ADKAR<\/span><\/span><\/h2>\n

    ADKAR to akronim pi\u0119ciu namacalnych i konkretnych rezultat\u00f3w, kt\u00f3rych ludzie potrzebuj\u0105, aby osi\u0105gn\u0105\u0107 trwa\u0142e zmiany.\u00a0\u015awiadomo\u015b\u0107, Pragnienie, Wiedza, Zdolno\u015b\u0107 i Wzmocnienie.\u00a0Model ADKAR pomaga organizacjom w maksymalnym wykorzystaniu inicjatyw zmian.<\/span><\/p>\n

     <\/p>\n

    Visual Paradigm Online oferuje bogactwo konfigurowalnych szablon\u00f3w ADKAR, kt\u00f3re pomog\u0105 Ci uzyska\u0107 przewag\u0119 nad tworzeniem w\u0142asnego ADKAR.<\/span><\/p>\n

    ADKAR Zmiana modelu<\/span><\/span><\/strong><\/p>\n

    <\/p>\n

    \n
    EDYTUJ TEN MODEL ZMIANY ADKAR<\/span><\/a><\/div>\n<\/div>\n
    \n
    \n
    \n<\/div>\n
    ADKAR Zmie\u0144 szablon modelu<\/span><\/span><\/strong><\/div>\n<\/div>\n
    \n

    <\/a><\/p>\n

    EDYTUJ TEN SZABLON<\/span><\/a><\/p>\n

     <\/p>\n

    \n
    \n<\/div>\n
    Szablon modelu ADKAR<\/span><\/span><\/strong><\/div>\n<\/div>\n
    \n

    <\/p>\n

    EDYTUJ TEN SZABLON<\/span><\/a><\/div>\n

    \n<\/div>\n

    \n
    \n
    \n<\/div>\n
    Model ADKAR<\/span><\/span><\/strong><\/div>\n<\/div>\n
    \n

    <\/a><\/p>\n

    EDYTUJ TEN SZABLON<\/span><\/a><\/div>\n
    \n
    \n<\/div>\n
    Szablon zarz\u0105dzania zmianami ADKAR<\/span><\/span><\/strong><\/div>\n<\/div>\n
    \n

    <\/p>\n

    EDYTUJ TEN SZABLON<\/span><\/a><\/div>\n<\/div>\n
    \n
    Facebook<\/span><\/span><\/a>Pinterest<\/span><\/span><\/a>\u015awiergot<\/span><\/span><\/a>Linkedin<\/span><\/span><\/a>WhatsApp<\/span><\/span><\/a>E-mail<\/span><\/span><\/a>Dzieli\u0107<\/span><\/span><\/a><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    Change is often a complex and difficult process, and more importantly, it is inevitable. Managing change at the individual and organizational levels requires new ideas, new models of change, and new frameworks and tools to successfully achieve the desired change. ADKAR can be applied to all forms of change to drive successful change programs. The ADKAR Transformation Model, created by Prosci founder Jeff Hiatt, consists of five initials that represent the five stages of change an individual must reach to succeed. Awareness, Desire, Knowledge, Ability and Reinforcement.<\/p>\n","protected":false},"author":1,"featured_media":3783,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[38,26],"tags":[],"class_list":["post-3740","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management","category-infographics","loop-entry","clr"],"yoast_head":"\nModel Zarz\u0105dzania Zmian\u0105 ADKAR - Visual Paradigm Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.visual-paradigm.com\/pl\/adkar-model-for-change-management\/\" \/>\n<meta property=\"og:locale\" content=\"pl_PL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Model Zarz\u0105dzania Zmian\u0105 ADKAR - Visual Paradigm Blog\" \/>\n<meta property=\"og:description\" content=\"Change is often a complex and difficult process, and more importantly, it is inevitable. Managing change at the individual and organizational levels requires new ideas, new models of change, and new frameworks and tools to successfully achieve the desired change. ADKAR can be applied to all forms of change to drive successful change programs. The ADKAR Transformation Model, created by Prosci founder Jeff Hiatt, consists of five initials that represent the five stages of change an individual must reach to succeed. 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