Title: Individual Barriers to Change and What to Do About Them
Headings: 
Individual Barriers to Change and What to Do About Them
Addressing individual barrier points in the adkar model
Profile 1: Barrier Point at Awareness
Profile 2: Barrier Point at Desire
Profile 3: Barrier Point at Knowledge
Profile 4: Barrier Point at Ability
Profile 5: Barrier Point at Reinforcement
Integrated ADKAR elements
Tim Creasey

Content: When the barrier point is at awareness or desire, you will see little or no evidence that the change is taking place. This is the most obvious and important observation: change is not happening with this person. If the barrier point is awareness of the need for change, you may see the person simply ignoring the change completely. They may pretend that no change is going on and simply continue with business as usual. If confronted, the person may question why the change is needed, or argue or debate the reasons for change. It is not uncommon for an employee to defend the current state, especially if they helped create the process or tools currently in use. Building awareness is the first step in enabling a successful change. Awareness sets the foundation for helping individuals make personal choices about the change at hand. This first step requires effective communications from the sponsor of the change, as well as careful coaching by the employee's immediate supervisor.