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<p class="MsoNormal"><span style="font-size:12.0pt">Jess,<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt">I’m making my way through Access 101 (very nicely done!) and thinking about the time it is taking me and the feedback you’ve received about creating a “lighter” version that just focuses on nuts and bolts.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt">I think creating a “lighter version” would be a mistake. There is something motivating about developing an understanding of what disabled people are experiencing. That carries you through the rest and creates
the desire to change one’s behavior. This is all about change. As we know, the ADKAR model* starts with A and D because they are they prerequisites for change. K does you no good without A and D. Then we come to the second A – there are a lot of people who
can memorize something, take a multiple choice test and pass it without ever developing that second A. That’s not what we want.
<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt">Finally, if you go through every learning modality (as my assistant is doing) this is, in fact, a major investment of time. On the other hand, if you can get through this pretty quickly if you go the “read
and apply” route. It is just not that big a deal. I waste more time websurfing every week – and I doubt I’m alone in that.
<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt">IMHO we should push back against attempts to “minimize” the training.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt">Terence <o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:12.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal">* <span style="font-family:"Arial",sans-serif;color:#666666">
The five Steps of the ADKAR change management Model are as follows:</span><o:p></o:p></p>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:15.0pt;margin-left:0in;background:white">
<b><span style="font-family:"Arial",sans-serif;color:#666666">Awareness</span></b><span class="apple-converted-space"><span style="font-family:"Arial",sans-serif;color:#666666"> </span></span><span style="font-family:"Arial",sans-serif;color:#666666">– Create
an understanding for the need to change – I.E. Why is the change necessary? Why is it happening now? What is wrong with what we are doing today? What will happen if we don’t change? What’s in it for the individuals?<o:p></o:p></span></p>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:15.0pt;margin-left:0in;background:white;box-sizing: border-box;font-variant-ligatures: normal;font-variant-caps: normal;orphans: 2;text-align:start;widows: 2;-webkit-text-stroke-width: 0px;text-decoration-style: initial;text-decoration-color: initial;word-spacing:0px">
<b><span style="font-family:"Arial",sans-serif;color:#666666">Desire</span></b><span class="apple-converted-space"><span style="font-family:"Arial",sans-serif;color:#666666"> </span></span><span style="font-family:"Arial",sans-serif;color:#666666">– Create
the desire to support and take part in the change – Which is dependent on the nature of change, the credibility of the person leading the message of change, intrinsic factors, history of the organisation. Effective leading and influencing can go a long way
to help people choose to follow the desire to change.<o:p></o:p></span></p>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:15.0pt;margin-left:0in;background:white;box-sizing: border-box;font-variant-ligatures: normal;font-variant-caps: normal;orphans: 2;text-align:start;widows: 2;-webkit-text-stroke-width: 0px;text-decoration-style: initial;text-decoration-color: initial;word-spacing:0px">
<b><span style="font-family:"Arial",sans-serif;color:#666666">Knowledge</span></b><span class="apple-converted-space"><span style="font-family:"Arial",sans-serif;color:#666666"> </span></span><span style="font-family:"Arial",sans-serif;color:#666666">– Give
knowledge so people can understand how to change and what to do – I.E. providing training and education, detailed understanding of new tasks, processes and systems, and understanding new roles and responsibilities.<o:p></o:p></span></p>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:15.0pt;margin-left:0in;background:white;box-sizing: border-box;font-variant-ligatures: normal;font-variant-caps: normal;orphans: 2;text-align:start;widows: 2;-webkit-text-stroke-width: 0px;text-decoration-style: initial;text-decoration-color: initial;word-spacing:0px">
<b><span style="font-family:"Arial",sans-serif;color:#666666">Ability</span></b><span class="apple-converted-space"><span style="font-family:"Arial",sans-serif;color:#666666"> </span></span><span style="font-family:"Arial",sans-serif;color:#666666">– Provide
the skills to implement change on a day to day basis – I.E. Providing day to day involvement, access to subject matter experts, provide effect performance monitoring, hands on exercise during training.<o:p></o:p></span></p>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:15.0pt;margin-left:0in;background:white;box-sizing: border-box;font-variant-ligatures: normal;font-variant-caps: normal;orphans: 2;text-align:start;widows: 2;-webkit-text-stroke-width: 0px;text-decoration-style: initial;text-decoration-color: initial;word-spacing:0px">
<b><span style="font-family:"Arial",sans-serif;color:#666666">Reinforcement</span></b><span class="apple-converted-space"><span style="font-family:"Arial",sans-serif;color:#666666"> </span></span><span style="font-family:"Arial",sans-serif;color:#666666">–
Create the ability and environment to sustaining the change and keep it going, keeping the momentum going. – I.E. Celebrations and recognition, rewards, feedback to and from employees, audits and performance measurement systems, accountability systems.<o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
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