THE PROSCI ADKAR® MODEL: A GAME-CHANGER IN CHANGE MANAGEMENT

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Change is an inevitable reality in modern organizations. Whether it is the adoption of new technology, restructuring of teams, or shifts in corporate strategy, organizations must navigate these transitions effectively. The challenge, however, lies in ensuring that individuals within the organization can adapt to these changes. This is where structured change management methodologies come into play. One of the most widely recognized models for managing change at the individual level is the Prosci ADKAR® Model. Unlike traditional change management frameworks that focus on project-level implementation, ADKAR emphasizes individual transformation as the key to organizational success. 

This article explores the ADKAR model, highlighting its unique characteristics compared to other change management methodologies, discussing its importance, and demonstrating how it helps organizations achieve successful transitions.

Understanding the Prosci ADKAR® Model

The ADKAR model, developed by Jeff Hiatt in the late 1990s, stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. It is a goal-oriented framework designed to help individuals navigate through change systematically.

  1. Awareness: The first step in the ADKAR model emphasizes creating awareness about the need for change. Employees must understand why change is occurring and how it will impact them and the organization as a whole.

  2. Desire: Once awareness is established, fostering a personal desire to support the change is crucial. People are more likely to embrace transformation when they see personal or professional benefits.

  3. Knowledge: Change is ineffective if employees do not have the knowledge required to implement new practices. Providing training, resources, and hands-on experience ensures that individuals are equipped to handle change.

  4. Ability: Knowledge alone is insufficient; employees must be able to apply what they have learned. This phase involves hands-on practice, coaching, and support to develop competency.

  5. Reinforcement: To make the change stick, reinforcement mechanisms such as feedback loops, rewards, and performance monitoring are put in place to sustain the transition over the long term.

By following these five structured steps, organizations can increase the likelihood of successful change adoption at both the individual and enterprise levels.

ADKAR vs. other change management models

Several other change management models exist, each with its own unique approach to organizational transformation. Understanding how ADKAR compares to these models highlights its distinct advantages.

  1. Kotter's 8-step Change Model

    • Developed by John Kotter, this model focuses on a top-down, leadership-driven approach to change.

    • It includes steps like creating urgency, building a guiding coalition, and anchoring change in corporate culture.

    • While effective at the organizational level, it does not focus on the individual's personal journey through change as explicitly as ADKAR.

  2. Lewin's Change Management Model

    • Kurt Lewin's model involves three phases: Unfreeze, Change, and Refreeze.

    • It is useful for understanding the psychological aspects of change but lacks a step-by-step guide for individuals.

    • Unlike ADKAR, it does not offer a structured methodology for assessing where individuals are struggling in the change process.

  3. McKinsey 7-S Model

    • This model focuses on seven interconnected elements: strategy, structure, systems, shared values, style, staff, and skills.

    • It is useful for aligning organizational components but does not provide a clear roadmap for individual change management like ADKAR does.

The key distinction of ADKAR lies in its individual-centric approach, which recognizes that successful organizational change depends on each employee’s ability to adapt.

Why ADKAR is important

The importance of the ADKAR model cannot be overstated. By focusing on individuals, organizations ensure that their workforce is not just informed about change but also engaged in making it successful. Here are some reasons why ADKAR is critical:

  1. Reduces resistance to change: Many organizational changes fail due to employee resistance. ADKAR addresses this by systematically building awareness and desire before implementing new knowledge and abilities.

  2. Increases adoption rates: Since change happens one person at a time, ensuring that employees transition smoothly leads to higher adoption rates of new initiatives.

  3. Improves communication: The model facilitates open communication between leaders and employees, ensuring that everyone understands the need for change.

  4. Enhances training effectiveness: By identifying knowledge gaps, organizations can tailor training programs to meet specific needs.

  5. Strengthens organizational agility: Organizations that implement ADKAR become more adaptable to future changes, building a culture of continuous improvement.

How ADKAR helps organizations manage change

Change management is often a complex and multifaceted process. ADKAR simplifies it by providing a structured approach to tackling challenges at each stage. Here’s how organizations can leverage ADKAR effectively:

  1. Assess readiness: Before initiating change, organizations can assess employee readiness using ADKAR to identify where potential roadblocks exist.

  2. Develop targeted strategies: If an organization finds that employees lack desire, leaders can work on motivation strategies. If knowledge gaps exist, they can implement training programs.

  3. Monitor progress: Organizations can track where employees are in the ADKAR process and provide targeted interventions as needed.

  4. Embed change into culture: Through reinforcement mechanisms, ADKAR ensures that change is sustained and becomes part of the company culture.

By breaking down change into manageable steps, organizations can maximize success and minimize disruption.

The Prosci ADKAR model is a game-changer in change management. Unlike other methodologies, it prioritizes the individual's transition, ensuring that employees are engaged, equipped, and empowered to embrace change. Organizations that adopt ADKAR benefit from reduced resistance, higher adoption rates, and sustainable transformation.

If your organization is facing change, the time to act is now. Implement the ADKAR model to drive success, foster resilience, and build a future-ready workforce. Change is inevitable, how you manage it makes all the difference.

“Using the ADKAR model for our SAP implementation was a game-changer! By focusing on Awareness, Desire, Knowledge, Ability, and Reinforcement, we streamlined employee adoption and minimized resistance. The structured approach saved us 27% in training costs and cut rollout time by 6 months; delivering ROI faster than expected. ADKAR didn’t just ease the transition; it transformed how we manage change!"  ADKAR Certified Change Practitioner

Time to get hands-on!

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