Manage Adopters

Adopters are individuals or groups within an organization who choose to support and engage with a new change initiative. They are crucial to any transformation, as their attitude and actions set the tone for wider acceptance.

Adopters can include managers, team leaders, technical specialists, influential staff, and anyone willing to try new systems, processes, or behaviours. Their openness helps reduce resistance and speeds up adoption among peers.

Why Adopters Matter:

They foster momentum and positive sentiment about the change.
By demonstrating desired behaviours, adopters can influence others, especially those unsure or sceptical.
Adopters help identify challenges early and offer real-world feedback, much like a litmus test for readiness.

Successful change managers recognise adopters, engage them early, and support their ongoing commitment. Among all adopters, the most influential group is Early Adopters.

The Early Adopters: Champions of Change

Successful organisational change utilises a select group from all levels to model new behaviours, promote the benefits of change, and encourage others to join in. These are the Early Adopters. They are often enthusiastic volunteers rather than assigned participants, eager for first-hand involvement in the final solution.

Characteristics of Early Adopters:

Diverse backgrounds and priorities, but united by openness to new ideas.
Motivated by novelty and being first.
Frequently frustrated with the current state; keen for improvement.
Comfortable with ambiguity and experimentation.

Core Motivations for Early Adopters:

Novelty Factor: Enjoyment from pioneering something new and potentially better.
Being First: Satisfaction from early access and having an edge in solving problems.

The Critical Importance of Early Adopters

Early adopters play a unique role that cannot be overstated:

They model new ways of working and set the safety standard for others: “If it’s good for them, it’s safe for us.”
They expect their input to be valued and are vocal in open communication environments.
They help break disinterest, enabling the “early majority” to move when it feels safe.

If the change doesn’t meet expectations, early adopters will let you know, honestly and constructively. By harnessing this feedback (good and bad), project teams can adapt quickly and avoid costly missteps.

Early adopters are also visible advocates, encouraging wider participation and demystifying the change.

Practical Strategies: Managing Early Adopters

Identify

Use the Detailed Stakeholder Analysis process to pinpoint individuals with enthusiasm for new ideas, readiness to take risks, or informal influence.

Communicate

Keep early adopters continuously engaged.
Provide regular updates and early access to information.
Establish two-way channels for questions, suggestions, and honest feedback.

Empower

Encourage early adopters to take leadership roles or champion specific aspects of the change.
Give them authority and resources to drive progress.

Recognise and Reward

Celebrate contributions; public praise, advancement opportunities, tangible rewards, or special responsibilities.
Make recognition visible to demonstrate the value of their efforts and inspire others.

Leverage as Advocates

Involve early adopters in training or presentations for other staff.
Let them share success stories and practical benefits in their own words.

Prerequisite: Detailed Stakeholder Analysis

The Detailed Stakeholder Analysis is the systematic process for gathering insights on affected groups. It uncovers unique needs, skills, pain points, and alliances, and identifies early adopters for key roles as change champions.

Change champions, both formal and informal leaders, help steer co-workers through uncertainty and build organisational confidence in the change.

Onboarding and Managing Early Adopters

Relieve early adopters from day-to-day duties to focus on the initiative. In large transformations, formal secondments or new contracts may be appropriate.
Communicate openly about rewards, recognition, and career growth linked to their new role.
Ensure they clearly understand the problem being solved, the benefits, and what makes this initiative different from previous ones.
Make communication and collaboration plans explicit; set expectations for how to work together.
Co-create monitoring systems, reporting structures, and next steps.

By nurturing adopters, especially early adopters, organisations can accelerate successful change and lay the groundwork for broader engagement and lasting improvement.

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