I'm gonna introduce ADKAR here as the
framework for how we think about helping
our senior leaders to become better
sponsors. And not just our senior leaders - how
do we help Warren and Deb and Devin and Nikita and Ada become better sponsors.
That's that personal transition. And so
what I'm gonna do is tee up ADKAR as
the frame. What you see on slide sixty is
ADKAR on a page. This is a one slide
capture of the Prosci ADKAR Model.
Awareness, desire, knowledge, ability,
reinforcement. We often use ADKAR around a particular change, like rolling out
Office 365 or a merger or a move to a
new office building. We tend to use it
around a particular change what I'm
gonna do here on slide 61 is use ADKAR
for the specific particular change
called becoming a good sponsor. We are
looking at how do you help Warren and
Deb and Devon become good sponsors
through the lens of ADKAR. Awareness of
the need to be a good sponsor. Desire to
participate and support the change as a
good sponsor. Knowledge on how to be a
good sponsor. Ability to implement the
skills and behaviors. And reinforcement
to sustain good sponsorship. We are
simply pivoting ADKAR and using it for
one particular change which is to become
a better sponsor. Awareness of the need
to be a good sponsor comes from our
enlist section that's around context and
language.Desire is an interesting one
and it's a unique change where if we can
build awareness effectively desire tends
to follow on very very quickly. If we've
done a good job of building awareness of
the need for change knowledge is where
we see the big gap. Ability we tend to
not see a big gap, you know most of
our senior leaders have the ability to
be a good sponsor they just don't know
what they're supposed to be doing, that's
where the symbiotic relationship
comes to play. Sometimes we do see  sponsorship capacity barriers
sponsorship capacity barriers so that
might be an ability inhibitor but
most part they have the ability they
don't have the knowledge and
reinforcement to sustain sponsorship and
it's important for us to remember that
even our most senior leaders are human
beings and they need reinforcement when
they show up and kick off a town hall
that they were reluctant to do and it
has a real meaningful impact. You need to remember to swing by and say 'Hey Warren,
thanks for showing up at that Town Hall
it really had a meaningful impact." That
reinforcement is crucial because
even your most senior executives are still human beings.
