ADKAR Model: What It Is and How To Use It (With Benefits)

Jeffery Hiatt, the founder of Prosci, developed the ADKAR Change Management Model, which was published in the 2006 book ADKAR: A Model for Change in Business, Government, and Our Community. This model’s fundamental principle is to focus on the people driving change, resulting in a genuinely bottom-up strategy. Despite what many illustrations suggest, it’s not a sequential approach; instead, there are a number of objectives to be met. These objectives each comprise a letter of the acronym.

ADKAR Change Management Model

How to use the ADKAR model

The five steps that companies typically take when deciding to use the ADKAR model to implement organizational changes are listed below:

1. Establish awareness of the need for change

Building an awareness of the need for change among all organization employees is the first step in applying the ADKAR model. Employees need to understand the need for a change in order for them to fully understand when one is coming. Once they realize that, they might be more motivated to actively recognize the need for change and decide to get involved.

Consider using a variety of methods to inform them of the need, such as personal stories about the struggles current employees are having at the company and how the change would help them overcome those difficulties. Additionally, invite all staff to an open discussion so that management can respond to any inquiries they may have about it.

When deciding how to respond to employees, management can ask themselves a number of questions, such as:

2. Create a desire to make the change

The next step after making employees aware of a change is to inspire them to want to implement it. To be a change leader, think about selecting one employee from each department. They can express their support for the change and highlight the advantages that workers can look forward to once it is implemented. Management might consider pondering what internal drivers would encourage staff to support the change. Once they have the information, they can share it with the change leaders so that they can explain it to their teams and increase their desire for the change.

It’s important for management to consider the reasons why some employees are resisting the change because companies may encounter resistance from some employees. Once they’ve created a list of potential causes, they can speak with those employees and directly address their worries to help them comprehend the need for the change and develop the desire to personally implement it.

3. Offer knowledge to help facilitate change

The ADKAR model’s third step is to offer the necessary instruction and information to support the change. It’s critical that management recognizes how the change will impact each team and what skills they’ll need to effectively implement it. For instance, the IT department will concentrate on learning how to introduce a new cloud computing system to the other departments if a company is implementing it. The sales department will learn how to use the system specifically for their department after using the cloud system in another capacity.

If the upcoming change necessitates learning a lot of information, think about breaking it up into smaller amounts so that staff members can learn the material without feeling overburdened. Some methods that businesses can employ to educate their staff members include:

4. Make sure employees have the ability to make the change

It’s crucial that employees have the confidence to use their new skills after receiving the knowledge necessary to implement the change. Ask the change leaders to work with their departments and coach them on the new skills so that staff members will feel more comfortable using them at work. Teams can practice using the techniques in a comfortable setting with leaders on hand to answer queries and guide them in using them successfully. In order to make necessary adjustments and improvements, the leaders can then solicit feedback from their teams and relay that information to management.

5. Find ways to reinforce the change

Making sure that after the change has been implemented by the company, employees continue to use it is the last step in the ADKAR model. Consider implementing some of these reinforcement techniques to make sure that workers are being consistent during the transition:

What is the ADKAR model?

The company Prosci developed the ADKAR model as a change management technique with the aim of directing organizational changes in the workplace by assisting each employee in the organization to make the change. Every employee will be able to complete the steps at their own pace by using the model, which can be used by any company on an individual basis. This can be advantageous because management can identify obstacles preventing some employees from completing the steps and aid their progression by providing them with additional assistance and in-depth responses.

An explanation of the ADKAR model’s principles and how businesses apply them when implementing changes can be found below:

Benefits of the ADKAR model

A few benefits of using the ADKAR model include:

Please be aware that Indeed is not connected to any of the products mentioned in this article.


What does ADKAR model do?

A well-known and frequently used tool that aids in the analysis and comprehension of change is the ADKAR® Model. From a human perspective, the five ADKAR components—awareness, desire, knowledge, ability, and reinforcement—are the cornerstones of change.

What is the meaning of ADKAR?

The individual change management model ADKAR (Awareness, Desire, Knowledge, Ability, and Reinforcement) describes the steps necessary for successful change.

Why is ADKAR model the best?

The goal of awareness and desire, according to the ADKAR change management model, is to help you leave the current situation, in which change is necessary but has not yet started. During the transition, knowledge and skills develop, and reinforcement emphasizes the future.

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