The ADKAR Model, developed by Prosci founder Jeff Hiatt, is a goal-oriented change management framework that focuses on the individual journey through organizational change.
It posits that successful organizational change is the result of successful individual change.
ADKAR is an acronym for the five sequential outcomes an individual must achieve for a change to be adopted and sustained:
- A – Awareness: Of the need for change (the why). Individuals must understand the business reasons for the change and the risk of not changing.
- D – Desire: To participate and support the change (the choice). Individuals must make a personal decision to engage with the change.
- K – Knowledge: On how to change (the learning). Individuals must know what to do during and after the change, which often involves training.
- A – Ability: To implement required skills and behaviors (the action). Individuals must be able to put their knowledge into practice, often requiring practice, coaching, and time.
- R – Reinforcement: To sustain the change (the sticking). Mechanisms must be in place to ensure the change continues and prevent employees from reverting to old ways (e.g., recognition, rewards, and performance measurement).
The model is considered sequential, meaning that achieving the outcomes in order is crucial.
If an individual is stuck on one element, it acts as a barrier point that prevents them from moving forward to the next stage.
For example, a person cannot effectively gain Knowledge if they lack the Desire to participate.