Dirk Harm Eijssen recently attended the NGFB’s symposium “contuous time: importance of time and pace” and attended the workshop on time and pace in family businesses.
He wrote an article about it, which can be found on the NFGB website.
The article discusses the ADKAR change management model, which was presented during a workshop at the NGFB symposium on time and pace in family businesses.
The model, developed by the company Prosci, is a structured approach for guiding individuals through change processes, and is widely used worldwide.
ADKAR represents five crucial steps: Awareness (awareness of the need for change), Desire(willingness to participate in the change), Knowledge (knowledge of how to change), Ability (the ability to implement the change), and Reinforcement (perpetuating the change).
The author emphasizes the importance of change management, especially in family businesses, where change is often sensitive due to the involvement of family members.
Change management helps to minimize disruptions, reduce costs and realize the benefits of change faster.
Successful change requires both a technical and human approach, with the ADKAR model helping to ensure that the personal transition is as structured as the technical transition.
During the workshop, participants practiced with a fictional case study in which a family business, after appointing new management from within the family, wanted to change the company’s culture and values.
Participants were divided into groups and worked on concrete interventions for each of the five ADKAR steps.
For Awareness, for example, telling the family story and creating a clear vision of the future were suggested.
For Desire, input sessions and developing personal development plans werementioned.
For Knowledge, emphasis was placed on translating corporate values into personal values and storytelling. Ability included training and coaching for executives, and Reinforcement focused on celebrating successes and consistently linking projects to corporate values.
The author concludes that the ADKAR model provides a powerful framework for navigating complex and emotionally charged change processes, especially in family businesses.
By focusing on concrete (family) values, ADKAR can help achieve sustainable and effective change.
The article ends with an example of Damen Shipyards, a successful family-owned company that has deeply embedded its core values in its corporate culture, thereby pursuing sustainable growth and innovation.
Read the full article here.
