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ADKAR

ADKAR is a change management model developed by Prosci founder Jeff Hiatt in the late 1990s. The model is designed to guide individual change and, when aggregated, enable organizational change. ADKAR is an acronym for five outcomes that must occur for change to be successful: Awareness, Desire, Knowledge, Ability, and Reinforcement.

Awareness refers to understanding why the change is needed; Desire is the motivation to participate and support

Organizations use ADKAR to assess readiness, diagnose gaps, and design targeted interventions across people, processes, and

ADKAR can be applied to individual change initiatives or scaled to organizational programs, and is often integrated

Critics note that ADKAR focuses on the individual level and may underemphasize organizational culture and structure;

the
change;
Knowledge
covers
how
to
change,
including
the
required
learning;
Ability
is
the
practical
demonstration
of
new
skills
and
behaviors;
Reinforcement
sustains
the
change
through
metrics,
rewards,
and
organizational
supports.
systems.
It
is
typically
used
as
a
diagnostic
tool
to
identify
where
individuals
are
stuck
in
the
change
process,
and
to
tailor
communications,
training,
coaching,
sponsorship,
and
reinforcement
activities.
It
is
not
a
project
management
methodology,
but
a
framework
for
planning
and
tracking
the
people-side
of
change.
with
Prosci's
broader
Change
Management
Methodology,
which
includes
the
three-phase
process:
Prepare,
Manage,
Reinforce.
successful
implementation
often
requires
integration
with
other
models
and
strong
leadership.