After twenty eight years with HCL Technologies, Vineet Nayar stepped down as CEO in order to pursuit his philanthropy venture ‘Sampark Foundation’.
Life is multifaceted. Development is sustainable only when it is holistic in nature.
But wait! What do we mean by the term ‘Holistic Development’? It means that we want to develop the whole person, including, the physical, emotional, mental and spiritual being. Holistic development recognizes that we co-create and evolve in all the aspects of our life.
Recently I happen to visit a spiritual expo, where I came across a tool called “Wheel of Life” that enables one to make an overall assessment of satisfaction in the significant areas of one’s life. This tool allows to take a visual snapshot of life as it exists in the present moment and makes us realize the areas which require further development.
The Wheel of Life includes all major areas of life: career, money, health, friends & family, romance, personal growth, fun & recreation and physical environment. The exercise is to assign a rating from one to five for each of these areas. A score of one indicates low ratings is the one that needs your priority at present.
The recent modification in my Goal Book involved me setting us goals in line with the eight pillar of the “Wheel of Life” model. As an outcome, not only did I feel that I am focusing equally on all the critical aspects in my life, but also felt that I am developing the otherwise less-cared-for areas of life.
Why do some people seem to sail gently through the changes life brings to them, while others get upset if they have to change smallest of their ritual? Numerous researches have shown that the key is in understanding change better, and creating acceptance for the uncertainty. ADKAR model is a tool that is based on five building blocks that lay the foundation for successful change.
ADKAR model is a change management tool to help identify why change is difficult and why some changes succeed while others are unsuccessful. This model was developed by Jeff Hiatt in 2003 and was introduced as a practical tool by Prosci, a renowned change management consultancy.
ADKAR is an acronym of the five steps for successful implementation of change. The process begins with an assumption that change will be resisted and hence, it creates acceptance for the resistance for change.
The five pillars for change are:
Do we understand why change is needed? What are the goals, needs and reasons for change? Early communication for the reason for upcoming
change results in having the necessary level of awareness.
What is the level of engagement and willingness to participate in the change? When people know about the individual benefits occurring from the change, they may be awakened to participate in the process.
How will the change be implemented? What are the various steps involved? Breaking the whole big – pitcher for change into small actionable is required in this step.
Are we translating the new learning as habit? How quickly are we adjusting to the new environment? Support and guidance are the key elements here.
It is human nature to seek a return to the status quo. Is there a turning back to the original behavior? Or is change the ‘new normal’? Recognizing and rewarding change lays emphasis on continuing it.
This exercise will help to understand and clarify the key elements of the change , in a real life or work setting.