The Prosci ADKAR Model is a goal-oriented change management model to guide individual and organizational change.
Created by Prosci founder Jeff Hiatt, ADKAR is an acronym that represents the five outcomes an individual must achieve for change to be successful: awareness, desire, knowledge, ability, reinforcement®.
When applied to organizational change, this model allows leaders and change management teams to focus their activities on what will drive individual change and therefore achieve organizational results. ADKAR provides clear goals and outcomes for change management activities. It also provides a simple, easy-to-use framework for everyone in the organization to think about change. Employees, managers and senior leaders alike can all use ADKAR to describe and discuss change together.
WHY USE THE ADKAR MODEL?
Change happens at the individual level; in order for a group or organization to change, all the individuals within that group must change. The best project management, vision or solution will not result in successful change. The secret to successful change is rooted in something much simpler: how to facilitate change with one person.
To affect change in our organizations, businesses and communities, we must first understand how to affect individual change. Oftentimes helping an individual change can be ambiguous, and ADKAR provides direction and structure.
Stands for:
Awareness of the business reasons for change. Awareness is the goal/outcome of early communications related to an organizational change
Desire to engage and participate in the change. Desire is the goal/outcome of sponsorship and resistance management
Knowledge about how to change. Knowledge is the goal/outcome of training and coaching
Ability to realize or implement the change at the required performance level. Ability is the goal/outcome of additional coaching, practice and time
Reinforcement to ensure change sticks. Reinforcement is the goal/outcome of adoption measurement, corrective action and recognition of successful change
