Building change competence in employees!!

The following list defines the requirements for building change competency in employees. It uses the ADKAR model as a framework (the same model you will teach employees to use as they go through changes). The requirements must be filled in sequential order. In other words, only when the first requirement is met should you move to the second requirement.
1. Awareness – Employees are aware of the significant role they play in the overall change management process. They understand that change is the norm, not the exception. They also understand that some changes may happen quickly and without warning. Employees expect change, and understand that their change competency is part of their job responsibility (included in their job description). Employees are aware that they collectively produce business success and understand the need to change to keep pace with changing market conditions.
2. Desire – Employees are committed to building change competency. They understand the business risk of not building this competency into the organization, and understand the personal consequences for them (both good and bad) that create a desire to develop this competency. Employees recognize that being able to adapt to change is part of their job responsibilities, and that doing their job well requires constant adaptation and change. They see evidence that adaptability and change competence is part of their overall performance evaluation.
3. Knowledge – Employees understand how to cope and thrive in a changing environment. Tools like the ADKAR model of change are provided to employees and are part of the coach-employee relationship. Employees understand the tools and resources they have to assist them through the transition. They know how to identify where they are having problems and know how to seek solutions. Employees have the skills, behaviors and knowledge to be change competent.
4. Ability – Employees have a chance to practice and fail in a non-threatening environment. They have been given the appropriate coaching and know where to go for help.
5. Reinforcement – The values of a change-competent organization are factored into the job descriptions, compensation and reward schemes for employees. Their direct supervisors provide guidance and opportunities to practice the skills needed to support constant change.