Navigating change: the ADKAR model
Five building blocks for successful individual change
ADKAR is a change model developed by Prosci. The name is an acronym for five essential building blocks that employees need to successfully go through a change.
The model helps organizations look not only at systems, processes and planning, but also at the individual change journey of every employee.
Awareness – understanding the need for change
Change begins with understanding why it's needed. Employees need to understand what triggered it, what problems the current situation is causing, and why doing nothing isn't an option.
- Why is this digital transformation necessary?
- What disadvantages or risks does the current situation involve?
- What happens if the organization doesn't change?
Desire – willingness to support the change
Understanding why change is needed doesn't automatically mean employees are willing to get on board. Desire is about the personal motivation to participate and support the new way of working.
- What benefits does the change offer the employee?
- What motivates people to get on board with the process?
- What concerns or resistance need to be addressed?
Knowledge – knowing how to change
Once employees are willing to change, they also need to know what's expected of them. Knowledge is about the knowledge, skills and information needed to understand the new way of working.
- What new processes and systems are being introduced?
- What skills do employees need to develop?
- What training, documentation and support will be provided?
Ability – being able to put the change into practice
Knowledge alone is not enough. Employees also need to actually be able to apply the new way of working in their daily practice.
- Do employees have the right tools and access?
- Do they get enough time to practise and build up experience?
- Is coaching available when problems arise?
Reinforcement – embedding the change for the long term
Without follow-up, there's a risk that employees fall back into old habits. Reinforcement is about reinforcing the new way of working and making progress visible.
- How are successes made visible and celebrated?
- How is feedback collected and followed up on?
- How do you encourage continuous improvement?
The power of ADKAR
ADKAR makes change concrete by asking not just what the organization needs to change, but above all what each employee needs in order to keep up.
Why is the ADKAR model so widely applicable?
One of ADKAR's great strengths is its versatility. You can apply the model across different departments, sectors and types of change initiatives.
HR
For culture changes, reorganisations, new roles or changing compliance requirements.
IT
For rolling out new software, digital tools, platforms and technology.
Operations
For process improvements, standardisation and the introduction of new working methods.
ADKAR as a complement to project management
ADKAR combines easily with different project management methodologies. Where a project approach focuses on planning, scope, budget and implementation, ADKAR helps you systematically factor in the human side of change.
This makes the model particularly valuable for digital transformations, ERP implementations, process optimisations and other initiatives where employees need to adapt their daily way of working.
Change succeeds or fails with people
A change is only successful once employees understand it, are willing to support it, are able to carry it out and keep applying it going forward.