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Change can only succeed when people change.
The ADKAR model provides a clear path for individuals and organisations to
move smoothly through change.
The ADKAR model, developed by Prosci, is a simple and practical framework that helps individuals and organisations manage change effectively. It focuses on guiding people through the emotional and practical steps of adopting new ways of working.. The acronym ADKAR stands for
A – Awareness of the need for change
D – Desire to support the change
K – Knowledge of how to change
A – Ability to implement new skills and behaviours
R – Reinforcement to sustain the change
Organizational change requires individual change
The ADKAR model was developed by Prosci, a leading provider of change management solutions. It is based on the idea that successful change management requires a focus on the individuals who are impacted by the change. The model emphasizes the importance of addressing individual concerns and providing the necessary support and resources to ensure that individuals can successfully adopt the new ways of working.
The model was developed nearly two decades ago by Prosci founder Jeff Hiatt after studying the change patterns of more than 700 organisations
The ADKAR model can be applied to a variety of change initiatives, from process changes to technology implementations to organizational transformations. By addressing the five key elements of the model, change managers can increase the likelihood of successful change adoption and reduce resistance to change.
The chart shows that successful change happens when people’s mindset and skills grow step by step along with the project’s progress. When both move together — project and people — the result is a smooth, lasting transformation.
Phases of ADKAR Model
CURRENT STATE
Awareness
The first phase of the ADKAR model is awareness.
- This phase involves understanding why change is necessary and what the change will involve. During this phase, individuals become aware of the need for change and begin to understand what the change will require.
Desire
The second phase of the ADKAR model is the desire
- This phase involves developing a desire to participate in the change process. During this phase, individuals become motivated to make the necessary changes and begin to see the benefits of the change.
TRANSITION
Knowledge
The third phase of the ADKAR model is knowledge
- This phase involves gaining knowledge about the change process and what it will involve. During this phase, individuals learn the skills and knowledge necessary to make the change successfully.
Ability
The fourth phase of the ADKAR model is ability
- This phase involves developing the ability to make the necessary changes. During this phase, individuals begin to practice the skills they have learned and develop the ability to make the changes successfully.
FUTURE
Reinforcement
The final phase of the ADKAR model is reinforcement
- This phase involves reinforcing the change to ensure that it is sustained over time. During this phase, individuals receive ongoing support and feedback to help them maintain the changes they have made. This phase is critical to ensuring that the change becomes a permanent part of the individual’s behaviour and the organization’s culture.
In Summary
The ADKAR model shows that organizational change only happens when individuals change. By focusing on awareness, desire, knowledge, ability, and reinforcement, leaders can reduce resistance, build confidence, and make change stick. It also reminds us change is not an event but a journey. When we build awareness, desire, knowledge, ability, and reinforcement in every person, the organization moves forward with confidence and unity.
Reference:
https://www.prosci.com/blog/applying-the-adkar-model-when-change-management-is-new
https://www.mindtools.com/aou2mjr/the-adkar-change-management-model
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