This is only a small excerpt from this video where we explore what is Desire in the ADKAR Model, how you build it in others, and who should build it.

Desire may not be the number one cause for resistance to change, but according to Prosci’s research, it is the most difficult barrier to change to overcome.

With Prosci’s tools, one could start with the Prosci ADKAR Assessment. A Manager could use this tool to assess his direct report’s Desire for a change. Simultaneously, an Employee can use this tool to give feedback on his own Desire for this change. These assessments, when taken together, help measure that person’s Desire. As you would expect, the results would likely be very different between the Desire score a leader gives and that which the employee gives of himself. This represents the strength of this tool as that discrepancy forms the basis of a constructive coaching conversation, and it is that conversation that helps build Desire.”

This video discusses the four key areas managers should focus on when engaging in these coaching discussions. This is also one of the key points of ADKAR, the most effective person to build ADKAR in their people are the leaders, both the senior leaders and front-line managers. This is essentially what makes Desire the hardest barrier to overcome because it requires coaching and strong leadership actions from comrades and leaders alike.

This video is part three of a six-part series on the ADKAR Model. So, if you haven’t seen Part 1: “The ADKAR Model explained”, then go check that out on our and Change Youtube Channel.