Adapting Logistics Supply Chain

Human change management

The project

To protect pharmaceutical products from counterfeiting activities, the Global Pharmaceuticals industry is introducing measures to increase product security and secure patients’ safety. As a distributor of Pharmaceutical products, our client’s Supply Chain was progressively being impacted by these changes in their regulatory environment. Their Logistics launched a project to adapt their processes, systems and ways of working in order to maintain the organization’s ability to fulfill its mission.

What is ADKAR?

ADKAR methodology is a widely adopted individual Change Management Framework developed by Prosci(c) to support a results-oriented approach. ADKAR is a simple step-by-step model that  answers to a simple truth: company-wide change happens one person at a time.

Its Human Challenges

Since the legal risk that the project was mitigating was not visible in employees’ daily practice, it brought along some doubts and strong opinions against the chosen solution and its enablers, which were considered important changes but not urgent ones by a few stakeholders. This project also directly followed a major program that implemented an Enterprise Resource Planning system, where management of change was perceived to be suboptimal. This triggered a set of concerns and resistance that the project needed to overcome.

What is ADKAR?

ADKAR methodology is a widely adopted individual Change Management Framework developed by Prosci(c) to support a results-oriented approach. ADKAR is a simple step-by-step model that  answers to a simple truth: company-wide change happens one person at a time.

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the resolution

Based on a structured impact assessment methodology, a few analysis were conducted to determine the best transformation strategy to apply in that context. The objective was, first to reduce change fatigue within the Logistics organization, and second to make sure the transformation was adopted by impacted teams and embedded in their new corporate ways of working.

Once all stakeholders mapped in a diagram, interviews were conducted to identify what would change for each group and were people stand in terms of their individual ADKAR journey. The people directly impacted by the change belonged to many sub-groups who would embrace different changes and therefore needed adapted change journeys.

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