©2010 Mary Beth Lepkowsky Pathways Facilitation Services

ADAPT "It's not so much that we're afraid of change or so in love with the old ways, but it's the place in between that we fear.

It's like being between trapezes. It's Linus when his blanket is in the dryer.

There's nothing to hold on to." ~ Marilyn Ferguson

a framework for person centered

A AWARENESS Does the team member understand the need for the change?

What have you done to help someone recognize the need for change? What else can you try?

D DESIRE Does the team member want to change?

What have you done to help someone want to change? What else can you try?

A ABILITY Does the team member have the skills, knowledge and resources to change?

What have you done to provide the skills, knowledge and resources needed to change? What else can you try?

P PRACTICE Does the team member have opportunity to practice the change with observation and feedback?

What have you done to provide opportunities to practice with observation and feedback? What else can you try?

T TRANSFER Can the team member apply the new practice to a different context?

What have you done to help your team member apply the practice to a different context? What else can you try?

change

©2010 Mary Beth Lepkowsky Pathways Facilitation Services

ADAPT "It's not so much that we're afraid of change or so in love with the old ways, but it's the place in between that we fear.

It's like being between trapezes. It's Linus when his blanket is in the dryer.

There's nothing to hold on to." ~ Marilyn Ferguson

a framework for person centered

A AWARENESS Does the team member understand the need for the change?

To help someone recognize the need for change, try: IMPORTANT TO/FOR WORKING / NOT WORKING FROM

DIFFERENT PERSPECTIVES READINESS-TO-CHANGE TOOL

What’s in it for me?

D DESIRE Does the team member want to change?

To help someone want to change, try: IMPORTANT TO/FOR WORKING /NOT WORKING 4+1 READINESS-TO-CHANGE TOOL

(WIIFM)

A ABILITY Does the team member have the skills, knowledge and resources to change?

To determine if a person has the skills, knowledge and resources to change, try: DONUT – CLARIFY CORE

RESPONSIBILITIES IDENTIFY COMPETENCIES FROM CORE WORKING / NOT WORKING RELATED

TO SKILL, KNOWLEDGE, RESOURCE PCT TOOL SKILL/KNOWLEDGE RANKING To GROW COACHING TO DEVELOP

training, coaching, access to materials and

opportunities

P PRACTICE Does the team member have opportunity to practice the change with observation and feedback?

Does the team member have opportunity to practice the change with observation and feedback? COMMUNITIES OF PRACTICE To GROW COACHING MODEL GIVING AND RECEIVING FEEDBACK

skill

T TRANSFER Can the team member apply the new practice to a different context?

To support a team member to apply the practice to a different context try: APPRECIATIVE INQUIRY ACTION LEARNING SETS COMFORT, STRETCH, PANIC PERSON CENTERED SELF AUDIT

to habit

change