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Happy to help.

Thank you so much. Our goal is to help organizations and more importantly help people change for the better and add to their growth, knowledge and skillset.

True and this is why we are passionate about teaching and spreading all the information we have access to via our CZcams page.

Thank you very much for your kind words. We're glad you enjoyed it and hope you enjoy our future videos to come.

Hi there, I am really happy to see you enjoyed the video and, fundamentally, I agree, perhaps it could have been better worded. I certainly did not mean to communicate that it is one of the only things that create divisions or pose a "challenge", but rather that it is something that we should be sensitive to when trying to build Ability in groups of people in times of change. I intended Ethnicity in this context to refer to a group of people with a common cultural background and listed it, amongst other general examples, really just to illustrate the point that we need to be sensitive to the important things that make us more or less resistant to adopting certain changes. What you list above of course all form part of who we are, and what we resist in times of change and should also be carefully considered. 🙂 What is clear to me is that you gave this topic some thought, and that is very rewarding to me, so I thank you and welcome any more thoughts or insights you may have on this. Many thanks, Nic

@@andChange Thank you for explaining further. I re-watched the video and I can see how my perspective didn't really reflect what you actually said. Taking something into consideration can equate to making space to be considerate to a particular aspect as opposed to completely ignoring it. I see your point how a seasoned change manager would be wise to be sensitive where it makes sense to be. All the best.

@@neutechnica Happy to help. Please let me know if you would like to discuss any of the content further. I hope to hear from you again in our future videos.

I'm glad that you found the video educational and easy to understand. We try our best to bring you all the information you need in a simple but efficient and effective manner.

Glad it was helpful!

Noted, we suggest you keep an eye out for our 'Role of People Manager' video coming out soon. We break down CLARC (Communicate, Liaise, Advocate, Resist, Coach) to help get a better understanding of it.

Super happy to hear you found it valuable! Appreciate the comment.

Yes indeed. As a Prosci Global Primary Affiliate our Prosci Change Management Certification Program includes the full certification, including the cool little Prosci Badge from Credly.

Absolutely! Everyone has their own idea of success so it's vital to get together as a team and define what it means for the organization as a whole in order to all strive and thrive for the same goal.

Glad to hear that!

Will do soon

Im glad you found it helpful. Like smoking, you can start to see ADKAR everywhere in the world when you "put on the lenses of ADKAR" and look at a change, even an every-day change. Just for fun, give it a try and let me know how it went.

Hi Aroon, Thank you for the kind comment, I am glad to hear the series was valuable to you. We have planned some guest appearances that will speak to this very point so they can share how they implemented these practices in their scenarios. In the interim however, if you would like to contact me to discuss practical implementation further, drop me a mail at nicholas@andchange.com and I will be happy to answer your questions. I look forward to hearing from you soon. Kind Regards, Nic

@@andChange Thank you Nic. A day to day work for instance, what a change consultant would do in his/her day to day activities. (A real scenario to be taken and solve it with Stakeholder analysis, metrics calculation, how to take feedback from employees, what software do we use,to capture real time statistics. Gamification, measuring success, which model to use for what kind of scenarios. Nic, End to end solution, use cases (video tutorial) this will have a very huge viewership. Would love to see real implementation of the projects. (You can always Censor the details to avoid compliance issue and data breach.)

Hi Aroon, With the amount of detail in the process that would be a very long video indeed... :) approximately 3 work-days in length (The duration of the Prosci Certification Program for Change Practitioners in fact linked here: www.andchange.com/competency-building/prosci-change-management-certification-program/) The intention of these videos is to provide what you are describing in bite-size chunks, so the good news is that this is in production, amongst other things. Some of our CZcams Shorts for example are demonstrations of Tools that Change managers apply in various stages of the process and for different scenarios. Your point is well taken of course and we will cover some case studies in the future. A word of caution though, and I will say this any time I give a case study, what works in one case may not work for others... Particularly considering organizational culture and other canvases upon which you build your change management plans. (czcams.com/video/Og8VoCW-K5I/video.html) Thank you for the suggestion, and we will prioritise it in the list of upcoming content.

Glad it was helpful! Let us know what more you would like to see.

Thank you for the kind note Farkhan, glad you're finding this valuable. More to come soon as we are shooting a video on the various Roles of Change Management tomorrow. In the interim, you may find this valuable: www.linkedin.com/posts/and-change_innovation-and-dedication-developing-your-activity-6889476750351446016-KRbU

Hi Ryan, Thank you for the kind words and we look forward to hosting you on the program next week. In your program, you will be covering more than just the ADKAR Model and tools to leverage it... but fundamentally, it is the beating heart of Taking Charge of Change both for you and those around you.

Thank you Nelly, It really means a great deal to the team here that we can help. Actually, I am looking forward to welcoming another Canadian to our Virtual Prosci Certification Program next week! If you are interested in grabbing some practical tools to apply to your change (and joining a fellow Canadian on our course in the process), I will be happy to personally welcome you myself. :) Many thanks, Nic and Change

@@andChange Could you please send me your email address or a general email I can send to? I'm definitely interested in a foundations course or certification and would love more info.

@@nellycaplugs1120 Sure, here is my email address: nicholas@andchange.com. Looking forward to hearing from you.

Thank you for your support and kind words

Hi Hammad. You will be happy to know that Ability is available here: czcams.com/video/XvIYdQ8Bp5k/video.html Reinforcement will be up for you to view on the 18th. See you then :)

Hi Jaroslaw. Part 5 is now live for you here: czcams.com/video/XvIYdQ8Bp5k/video.html Part 6 will be up for you to view on the 18th, let us know what you think. :)

Glad you enjoyed them thus far. Ability is live and you can view it here: czcams.com/video/XvIYdQ8Bp5k/video.html Reinforcement will be up for you to view on the 18th. Hope to hear from you again soon. :)

@@andChange Awesome. Many thanks!

This is absolutely true because one can only lead when people see leaders leading. As Change Managers, we are there to facilitate Active and Visible Change Management Leadership and the tailored plans we build provide the roadmap for exactly that :)

Glad it was helpful!

Desire was just published the other day and more are to come :)

Hi Mariela. The COVID pandemic unfortunately shut down our studio for a bit but we are back up and running now and have shot our next video on building Desire. It is being edited and will be posted soon.

Glad it was helpful!

A Certified Prosci Practitioner, or Prosci trained manager, is equipped with a number of tools to help diagnose what level a person's ADKAR elements are. This includes questionnaires of sorts, but the truth of the matter is that usually these elements are best measured through close "coaching" conversations and the use of these tools... Not just simple questionnaires. I recall mentioning in one of my other videos that there is a "science and art" to managing change. This is a part where both need be applied to help measure the ADKAR element appropriately. If you would like to chat more about this let me know.

As always, its a pleasure Karen... glad you enjoyed the content. Hope to see you again at one of our Community Forums.