- This topic has 16 replies, 14 voices, and was last updated 3 years, 7 months ago by Phone Suu Khaing.
-
AuthorPosts
-
-
2020-10-03 at 8:04 am #22957SaranathKeymaster
Please give an example of a system in your organization (either successful or fail)—this could be the same system you mentioned in the previous topic discussion (Topic 1). Do you think that the organization appropriately managed the change or not? Think about ADKAR model that we just learned.
-
2020-10-07 at 1:21 am #23075Saravalee SuphakarnParticipant
As my answer in previous question, I think my organization couldn’t appropriately manage the change from the old system to the new system. According to ADKAR model, the organization didn’t evaluate the level of awareness of the stakeholder in the hospital, also didn’t have enough communication with them to increase the awareness. Although many users desired to used the new system, poor understanding about the system working or poor knowledge on how to use to new software leading to low ability of user in utilized the system when actually implement it. I think the organization tried to investigate the problems in using the system and fixed it, but it wasn’t strong reinforcement enough to continue used the system.
-
2020-10-08 at 9:57 am #23196Pongsakorn SadakornParticipant
As I mentioned TaRabad-Survey in the previous topic discussion, my division works well with change management as ADKAR model. Firstly, at the beginning of development, Awareness of the change for a better larval survey system was announced though the DDC exclusive meeting and also announced the messages to a potential user that we need them to involve in this project. PH staffs and entomologists think that how the application will help them to achieve the larval survey goal so my division faced resistance to change. However, this was what we think when we need to implement the new application so motivation, involvement, and ownership were created to the user. After that, my division was design what we want and what we need to do if we want to achieve the success of the change thus some campaign with reward was released. Consequently, the understanding of developing the new application of users was raised. Before the TanRabad-survey was released, we set the team called the TanRabad trainer which is the trainer or consultant in this project in each health district. My division scheduled the meeting by inviting the regional user to involve and understand the application. When the TanRabad-survey was released, the user understands and use the app appropriately. In addition, 24/7 technical support was established to solve and support the user. Finally, this app has been sustainable and has been the main application for larval survey in Thailand.
-
2020-10-09 at 12:01 am #23207Sila KlanklaeoParticipant
As my answer to the previous question, My organization did not appropriately manage the change according to the ADKAR model. There is only some part has done to manage change according to the ADKAR model.
-
2020-10-19 at 7:25 pm #23415Kaung Khant TinParticipant
It would be better if you describe the details of how your organization did not appropriately manage the change in terms of ADKAR model. Anyway, I bet your organization did not give much thought on people awareness and desire when implementing the system.
-
-
2020-10-10 at 8:42 pm #23238Kridsada SirichaisitParticipant
In my project example is ERP.
Awareness : Benefit of new system was introduced to reduced time and increase accuracy in system but only one way communication. Some people not agree with this system.
Desire : Some peoples don’t want to change system but correct by peer support when problem occur and active support in sometime. Monthly meeting to get requirements and problems to correct them.
Knowledge : Training is the key to improve knowledge to use new system. Training both in meeting room and on site training. The training technique is the key of success in my project.
Ability : I design system to very simply to use. But sometime the design that i think it’s good but the user don’t want that design then I change to user requirement.
Reinforcement : When I adapt system for user requirement and communication to users response to use new system was improvement.
-
2020-10-11 at 12:12 am #23241Ornpicha ThiampolParticipant
As I discussed before, my company change the new system properly. As I see, most employees want to change the system because the previous one is difficult to understand. They know that technology goes fast and wants a new system to arrange and manipulate its data. The company provides training on using the system, which lets the employee gain their skills and knowledge. The employee also continues to use the system every day, so they learn that the new system reduces the error and is easy to use. This led them to satisfy with the new system.
-
2020-10-18 at 7:23 pm #23406Sittidech SurasriParticipant
Thank you for sharing your experience in your organization in implementing a new system. I can see that activities such as training, coaching and communication were used during implementation as describe in the ADKAR model.
-
-
2020-10-12 at 10:55 pm #23295Wachirawit SupasaParticipant
In my organization, I think the IT Department has managed the system successfully. They updated the system periodically on par with the study protocol update. In this case, the ADKAR model would be: Awareness – They realize that the system needs to be updated, Desire – Because the clinical procedure cannot perform until the IT system has been updated to comply with the new protocol, Knowledge – The IT department will announce a planned update and how the system has been changed and they also teach another department on how to use a new system, Ability – They will monitor the new system and troubleshoot them, and Reinforcement – They will write adaptation report on the new system.
-
2020-10-13 at 9:39 pm #23299Rawinan SomaParticipant
From the previous, I think my organization did not rely on ADKAR as much. They communicated in the board that we are going to use the new imaging system. They did not address what is the new system, why we use the new one, or risk of not use this system. However, the operation team from software vendor provide training, and coaching the technicians from radiology department including nurses and physicians. Finally, all healthcare personnel were used this system seamless with the routine work. Technicians got the support from software operation team occasionally to evaluate the work, maintenance, and remote support.
-
2020-10-19 at 8:34 pm #23419Saravalee SuphakarnParticipant
Thank you for sharing the useful experience. I have a additional question. From your experience, do you think that the lacking of step for making awareness in transitioning have any effects for the user who use the system? Thank you for providing the information.
-
-
2020-10-17 at 11:16 pm #23397Khaing Zin Zin HtweParticipant
The reporting system did only partially achieve the 5 outcomes of ADKAR model. All stakeholders were aware of the need to change from paper-based system, and so had the desire. However, not all of the users were equipped with technological knowledge and skills even after short courses of training. Following feedback from the users, we decided to use the system only in some project sites where continuous monitoring was conducted.
-
2020-10-18 at 7:19 pm #23405Sittidech SurasriParticipant
The system that I would like to share is the applications “ComCare and eCascade” that I have mentioned on the discussion 1. I didn’t know much about the reasons or processes to use the two new application as I have mentioned. I I have a chance to discuss with person who monitored and controlled the systems, he told me that at the beginning the project used the paper-based in collecting the data, stored on the computer and analyzed by using the basic program; excel. The project has changed to implement a new system/application as mentioned.
If I consider about the ADKAR model, I think my organization was appropriately managed the change as following reasons:
Awareness: I think that the project manager/ organization considered (aware) about new application implement. A natural human reaction to change, even in the best circumstances, is to resist. The organization would have a good communication to explain and provide reasons for the changes.Desire: Each person could have their own unique reasons for engaging or resisting; sometimes reasons that are not even related to the change. If an employee has no desire to change, they may be labeled as difficult, inflexible, pessimistic or unsupportive. The best person to help a resistant employee is their direct manager or supervisor, who is usually closest to the employee and able to translate the change into the employee’s personal context. I think that the project manager/organization considered about this issue as well. Communication, resistance management, and coaching activities may use to remove or minimize the barrier/ resistant.
Knowledge: After awareness and desire are built, providing detailed knowledge of how to use the new software should be considered. I think that the organization has provided training to all staff levels who involved before implementing the new application.
Ability: After provided the knowledge, it may have the ability gap. I think organization have provided training and coaching to ensure that all staff have ability and confident with a new application.
Reinforcement: The final element of the ADKAR Model is reinforcement. To ensure that the change is maintained and efficiently, coaching and reward activities may consider to used. I think the organization have this polity to ensure the implementation is successful and if there is any issue related to the change, they also have the staff/ data manager to monitor and provide support to all staff.
-
2020-10-18 at 10:40 pm #23410NaphatParticipant
Based on my new system with the ADKAR model.Stakeholders are biased about job change. Many people prefer to work in the same way. In terms of structural design during development to be used They will show they don’t need to change and use new technologies. Including updates of new knowledge, training and even anti in his work.
In my opinion I think mindset for change is better for start point. If everyone have the same target and need to change to the better work it will successful.
-
2020-10-19 at 12:10 pm #23411Navinee KruahongParticipant
As my previous discussion, my department have tried to transform mental health screening from paper-based screening tools to internet-based screening tools. Due to limited time, my department didn’t prepare for managing the change regarding to the ADKAR model. Communication of the transformation was limited just in the exclusive board meeting and developers. Most of mental health providers were informed by KPI template, which lack of essential information for rising awareness and desire of change. Moreover, there were no training or any activities for reinforcement.
-
2020-10-19 at 7:20 pm #23414Kaung Khant TinParticipant
The system I’ve mentioned in the previous topic discussion is the LTFU information system. And I believe the organization appropriately managed the change. Actually, all the staff working for the project surely did have AWARENESS that the system needed to be changed to meet the requirements of the complex project process. And it could be said that the DESIRE to support the change was already on the mind of the staffs. The organization and M&E team established the system with the ideas and concerns of the stakeholders. And then hands-on training was run providing the software manual and guidelines to support the required KNOWLEDGE and ABILITY. In terms of REINFORCEMENT, the maintenance and the technical support are provided to the users as needed.
-
2020-10-19 at 10:29 pm #23422Phone Suu KhaingParticipant
The success story mentioned in previous topic related to automated report system in our project. When related to ADKAR, it could be discussed as detail below.
A- Staff were aware that the new report system need to be installed in project for better, easier and faster reports
D- Staff do have desire to involve in new system. However, they are afraid that report might be mistaken with new system. Some volunteers do not have own mobile phones so that they cannot involve in the system
K – Some staff have limited computer skills to fill data with laptop. And some volunteers are not good enough at using mobile application.
A – We did trainings again and again to upgrade the ability of staff and volunteers
R – Finally after 10 months, all staff and volunteer are happily using the automated report system.By this scenario, staff involvement is vital for success of the change process. If staff do not have strong desire to accept and participate in new system, there will not be success.
-
-
AuthorPosts
You must be logged in to reply to this topic. Login here