Prosci ADKAR® Model for individual change to drive organizational transformation

ADKAR is a research-based, individual change model that represents the five milestones an individual must achieve in order to change successfully. ADKAR creates a powerful internal language for change and gives leaders a framework for helping people embrace and adopt changes.

A = Awareness of the need for change

D = Desire to support the change

ADKAR: an Easy-to-Use Model for Individual Change

The first step in managing any type of organizational change is understanding how to manage change with a single individual. Prosci's model of individual change is called the Prosci ADKAR Model, an acronym for awareness, desire, knowledge, ability and reinforcement®. In essence, an individual needs:

Awareness of the need for change

Desire to participate in and support the change

Knowledge on...

The ADKAR Model in a Personal Change

To help build a clearer understanding of the model and how to apply it, think about a change you want to make in your personal life. A good example is adding a regular exercise regimen; a change many people attempt but struggle to sustain over time. Now let’s apply the ADKAR model:

Awareness: are yo...

The 3-Phase Process: a Structure for Organizational Change

Phase 1 change management process methodology

This process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.

1. Preparing for change

The first phase in Prosci...

The ADKAR Model in an Organization

The ADKAR model helps us understand an individual’s needs during a change at work and directs what kind of support we can provide to help them successfully transition. Let’s apply ADKAR to the implementation of a new software tool:

1. Awareness

Is your employee aware of the need for change? If the change is implemented and the employee is not aware that any changes are needed, their reaction might be: &...

Why Resistance Occurs

Resistance to change is normal and expected, but what if we could eliminate at least half of the resistance encountered on a change initiative?

The question is not if we will encounter resistance to change, but rather how we support our employees through the change process and manage resistance to minimize the impact on employees and the organization.

Change creates anxiety and fear. The current state has tremendous holding pow...

Connecting Individual and Organizational Change Management

The link between individual change management and organizational change management is key and is what sets Prosci's approach apart from other change management methodologies. There are numerous models available that address individual change. There are also numerous models available that give guidance and structure to the project-level activities for the people side of change. The Prosci methodology uniquely integrates individua...