ADKAR Model
Individual change model with Awareness, Desire, Knowledge, Ability, Reinforcement.
PURPOSE
The ADKAR model is used to manage individual change processes and understand why changes succeed or fail at the personal level. It solves the problem that many change initiatives are planned only at the organizational level without considering the individual change journey of those affected. This enables targeted intervention at the exact points where individuals are stuck in the change process.
HOW TO USE
Assess the current status for each affected person or group in the five ADKAR phases on a scale of 1 to 5. Identify the first phase where the score is below 3, as this is the primary bottleneck. Then develop targeted measures for exactly that phase: communication for Awareness, coaching for Desire, training for Knowledge, hands-on support for Ability, and reinforcement mechanisms for Reinforcement.
WHAT IT IS
The ADKAR model is an individual change management model developed by Jeff Hiatt at Prosci. It describes five sequential phases of individual change: Awareness (awareness of the need for change), Desire (desire to participate), Knowledge (knowledge of how to change), Ability (ability to implement), and Reinforcement (reinforcement to sustain the change). Each phase must be achieved before the next one can take effect.
EXAMPLE
Example: You are supporting the transition of an accounting department to a new ERP system and find that many employees know the change is coming (Awareness) but have no desire to participate (lacking Desire). Using the ADKAR model, you recognize that you first need to communicate the personal benefits before training (Knowledge/Ability) will be effective.