What is the ADKAR model?
Organizational change usually meets with employee resistance. The ADKAR model is a change management tool to help identify why change is difficult and why some changes succeed while others are unsuccessful.
The name ADKAR is an acronym that is based on five building blocks that bring about successful change. The letters stand for Awareness, Desire, Knowledge, Ability and Reinforcement.
The ADKAR model was developed by Jeff Hiatt in 2003 and it was introduced as a practical tool by Prosci, a renowned change management consultancy and learning centre. The ADKAR model is mainly intended to be a coaching and change management tool to help and assist employees through the change process within organizations.
Awareness Building
All five elements of the ADKAR model are sequential. When bringing about change it is important that everyone understands the reason for the change as the natural reaction of employees to change is to resist. This is why people need to be made aware of the need for change. The precondition for implementing change is sound and extensive knowledge. Learning new skills and steering toward a different behaviour are part of this. After change has been implemented it is necessary that this change is sustained in order to prevent a lapse into former behaviour.
The five building blocks of the ADKAR model
The ADKAR model outlines the five building blocks to achieve successful change management:
Awareness
Employees must be made aware of the need for change.
Desire
Employees must have the desire to participate and fully support the change.
Knowledge
By gather knowledge about the change process the (ultimate) goal of the change will become clear for the employees.
Ability
Because of the ability to learn new skills and by managing behaviour, change is accepted.
Reinforcement
Sustain the change by Coaching, Engaging, and identify Champions.