ADKAR is a framework for change management that is designed to help individuals and organizations navigate change effectively. 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 organizations
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.
Phases of ADKAR Model
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.
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.
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.
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.
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.