CETACM + ADKAR MODEL

Awareness represents a person’s understanding of the nature of the change, why the change is being made, and the risk of not changing. 

As a D&I professional, you will need to effectively communicate why the diversity change is necessary. You must clearly explain the business drivers or opportunities that led to this need. It also means addressing the urgency and explaining the risk of not changing.

Desire represents the willingness to support and engage in a change. Desire is ultimately about a personal choice that is influenced by the nature of the change and personal circumstances.

As a D&I professional, you can take definitive steps to influence desire, but each individual ultimately makes his or her own choice to support the diversity effort. Desire has been achieved when an individual genuinely says, “I will be part of this diversity & inclusion initiative.” 

 Knowledge represents the information, training and education necessary to know how to change. The knowledge that each impacted individual needs to implement a change includes:

• Behaviors and skills

• Processes, tools and systems

• Roles and responsibilities

As a D&I professional, there are two aspects of knowledge to consider when assessing diversity training needs and designing training programs to build knowledge:

1. Knowledge on how to change – what to do during the transition. This requires training and  education on the skills and behaviors needed to support the change.
2. Knowledge on how to perform effectively in the future state – detailed information on   the new roles and responsibilities associated with the change. This also includes training and  education on interpersonal interactions and utilization of support systems.

 Ability means tangibly applying and demonstrating intellectual understanding in a real-world environment. D&I leaders impact project success  by intentionally providing time, resources and coaching to help impacted employees develop new skills and behaviors.

Reinforcement represents the internal and external factors that serve to sustain a change. It includes intentional actions such as recognition, rewards and celebrations tied to realizing the change, as well as a person’s internal satisfaction with his or her achievement.

As a D&I professional, you can reinforce learning through public group celebrations of success, visible performance measurement, or individual corrective feedback. At the simplest level, reinforcement can be a personal acknowledgement of an individual’s progress and achievement, which individuals often cite as the most meaningful way to recognize their contributions.

Contact us for guidance on integrating this model