The Secret Formula Behind Successful Change

We know that change within an organisation can be a complex endeavour, requiring careful planning and clear communication with the help of ADKAR.

We know why you are here, and don’t worry, we will let you into a few secrets along the way…

The ADKAR model, developed by Prosci, underscores that successful change begins with a foundational step: awareness. As a strategic partner in organisational change and Microsoft adoption solutions, you have come to the right place; at Changing Social, we see how awareness can be a critical factor that drives change forward or, if neglected, it holds progress back.

 

Why Awareness Matters?

Awareness lays the groundwork for any change initiative.

Without it, teams can often feel uncertain about why changes are occurring or how they can benefit from them.

Awareness, which is the first step in ADKAR, tackles this directly by clarifying the purpose and anticipated benefits. The secret here is connecting the change to a meaningful purpose, which inspires genuine curiosity and openness to transformation.

Organisations we have worked with at Changing Social often encounter resistance, as not everyone loves change, sometimes this is because they don’t fully understand the reasons for the change.

Take the British Business Bank, for instance. During their SharePoint Migration, there was some initial resistance. Our goal was to help their teams understand the importance of cloud-based collaboration for both efficiency and security. By fostering awareness, we turned scepticism into support, propelling the change process and ensuring success – the secret lies in creating a relatable narrative for change that transforms hesitation into a commitment to progress.

 

Driving Transformation with Awareness

Awareness is the essential ‘why’ behind any change, setting the foundation for deeper engagement.

This understanding often creates a ripple effect: once people grasp the rationale and importance, they will start to get genuinely interested.

For instance, in our Copilot adoption programmes, awareness begins with workshops and showcases. We help teams visualise how Microsoft Copilot can enhance productivity, improve workflow, and simplify day-to-day tasks. By the end of our first sessions, initial curiosity often builds into genuine enthusiasm momentum. The secret is in making awareness a gradual journey, revisiting the purpose at each stage to reinforce understanding and engagement.

For Changing Social, creating awareness is not a one-time event, it’s a process that requires consistency. Building awareness involves regularly reminding teams of the vision and aligning each new update with the original goals. This continuous engagement keeps motivation strong, ensuring that everyone feels aligned and supported throughout the process.

The secret is continuous engagement, which sustains momentum and maintains the vision vivid in everyone’s mind.

 

Building Desire for Change

Once Awareness is established, the next step in ADKAR, Desire, is all about fostering genuine interest and willingness to embrace the change.

Changing Social’s experience has shown that desire is best cultivated by making the change relevant to each person’s role. For example, during a recent project with Clifton Coffee, we tailored our communication around Microsoft Viva to emphasise its specific benefits for various teams – from operations to customer service. That “what’s in it for me” approach helped individuals see how the change aligned with their own work, fostering genuine enthusiasm and support.

The secret to building desire is personalisation, helping each person see the benefits that resonate with their unique role.

 

Equipping Teams with Knowledge and Ability

After people understand the change and want to participate, they need the tools and knowledge to do so effectively.

ADKAR defines this as the Knowledge stage, ensuring that each person knows how to navigate the new system or process.

At Changing Social, we recognise that even the best-intentioned changes can falter if people don’t know how to work within the new framework. The secret here is phased learning, which introduces new tools in digestible increments to prevent overwhelming and encourage confidence.

For example, during our collaboration with Durham University, we developed a tailored training programme to help the university’s staff get comfortable with new Microsoft 365 functionalities. Rather than overwhelming users, we introduced new tools incrementally, in line with each department’s needs.

Knowledge workshops, bolstered by our Digital Champions initiative, helped staff not only understand the technology but also use it effectively to support students and faculty. The secret is tailoring learning to each department’s needs, ensuring that everyone feels equipped and capable of adapting to the new system. This is something that we can always help with at Changing Social.

Ability, the fourth stage in ADKAR, goes hand in hand with knowledge but takes it a step further. It’s one thing to understand a new tool; it’s another to feel confident using it in real situations. By providing ongoing support and a “safe space” for questions, we help ensure that team members feel prepared to apply their knowledge practically.

With Main Line Health, for instance, we supported users through “on-the-job” coaching as they applied Microsoft Power Platform tools to streamline processes, boosting both confidence and productivity.

The secret is providing a “safe space” for trial and error, allowing users to build confidence through real-world application.

 

Reinforcing Success: The Final Step

The final stage in ADKAR is Reinforcement, ensuring that the changes stick and become an integral part of everyday operations. Changing Social has developed reinforcement strategies through programmes like Digital Champions on Demand, which create communities within organisations to encourage continued use and improvement.

The secret to lasting change is reinforcing new habits by building communities that support and celebrate ongoing adoption.

For example, at British Business Bank, we implemented a digital champions programme where team members became “change ambassadors.” They helped peers with troubleshooting, celebrated small wins, and introduced new SharePoint use cases tailored to each department. Reinforcement is about building a culture that doesn’t just accept new tools and processes but actively thrives within them, making change feel natural and sustainable.

The secret is in cultivating champions who inspire others and embedding change into the organisation’s culture.

 

ADKAR: A Roadmap for Lasting Transformation

In the end, successful change isn’t just about adopting new technology – it’s about empowering the people who use it.

ADKAR provides a clear roadmap from Awareness to Reinforcement, ensuring that every team member is informed, equipped, and motivated to embrace change.

At Changing Social, we view each stage as part of a continuous cycle – building awareness, fostering desire, developing knowledge and ability, and reinforcing to sustain change. The secret lies in viewing ADKAR not as a checklist but as a continuous journey, evolving with the organisation’s needs.

For organisations embarking on their own journeys with tools like Microsoft 365, Copilot, or Power Platform, ADKAR offers a solid framework that transforms uncertainty into purpose and resistance into engagement.

With Changing Social as your guide, you’ll not only navigate change but make it a process everyone can embrace, if you are wanting this change please reach out by pressing the Green ‘CONTACT’ button on the right of the screen.