What ADKAR model is and how it going to work for you?

What ADKAR model is and how it going to work for you?
Get a presentation design consultation for free! 🎉😍

We live in a fast-paced environment where our ability to manage change is under threat. Leaders must be coaches throughout the process of change. ADKAR’s change model is a simple and flexible way to stack the deck in your favor, so your initiative has a greater chance of succeeding. This article will explain what ADKAR is and how it works.

You May Like : How To Work With Presenter View In PowerPoint?


What’s the ADKAR Model?

The ADKAR Model of Organizational Change Management, which is outcome-oriented, aims to reduce resistance to organizational change’s. Jeffrey Hiatt, the founder of Prosci, created the ADKAR Model, which is Prosci’s change management method.

ADKAR method, a people-centric change management model, consists of five steps.

  1. Awareness
  2. Desire
  3. Knowledge
  4. Ability
  5. Reinforcement

According to the ADKAR model of change management, awareness and desire are key factors in moving you from your current state. Change is required but has yet to begin. The transition is when knowledge and ability are developed, while reinforcement is geared toward the future.


Increase awareness about the need for change

Communicating the need to change is essential. However, creating awareness for the change requires more than just announcing it. Employees must understand the reasons behind the change to appreciate the need for it fully. They also have to agree with the reasoning.

Start by stating clearly why you believe the change is necessary.

Let’s assume you are introducing Microsoft Sharepoint. Explain that employees who work remotely or travel often need help accessing documents or communicating with their colleagues at the office. The company will solve this problem by using Microsoft’s SharePoint cloud-based services.

Make sure you focus on the benefits to those affected by the change. SharePoint will make it possible for off-site workers to access data and documents. This will improve communication and eliminate information silos.

Encourage your team to ask questions about the decision and the implementation of the change, as well as other aspects of the process.


Foster the desire to make the change

Employees may not understand the reasons for a change, but that doesn’t necessarily mean they want it. They must want the change to be able to accept it. You can help them to feel that desire.

Designating change leaders is the first step. Your change leaders will not only show public support for the change but will also be able to connect with those most affected by it. Change leaders should be able to relate to the daily challenges and offer guidance.

Leaders of change need to be specific about the benefits to individuals and teams to encourage desire. Do not extol the company’s advantages.

Although you may be tempted to replace three tools with Salesforce, it is unlikely that this will motivate employees. Instead, make the change to help them in their daily work lives.


Learn how to modify

The knowledge milestone in ADKAR Model is all about education and training. Your team must understand the impact on their roles, skills, and processes to start the transition.

Knowledge-building must be specific because everyone must achieve each milestone individually. You should provide knowledge that is relevant to the individual’s and team’s respective responsibilities. For example, if you introduce new software, IT may be responsible for setting up everyone to use it. In contrast, other departments will focus on how the software is used. Even though the overall change may seem the same, the knowledge required to carry out different roles is quite different.

Consider the additional skills, tools, and duties the job will require. This will help you plan your changes around skill development. Remember: Too many changes can cause resistance and be too jarring. Implementing a change that requires employees to learn new material or master new skills slowly is advisable.


Make sure that your employees can make the necessary changes

No matter how skilled an employee is at a task, their confidence in themselves determines whether they are capable or unwilling to do it.

Prosci’s change management strategy uses athletics to show this point. While many baseball fans are familiar with the mechanics of throwing a curveball and how it works, not all would be great pitchers.

Change leaders can coach individuals and teams to bridge the gap between ability and knowledge. You will need to ask your team for feedback and bring any potential problems or obstacles to your attention.

Training in the field is also precious. You can allow teams to try out the changes before rolling them out fully. This builds confidence. You can also monitor and give feedback to your teams. Consider implementing larger-scale changes in stages to identify potential issues and adjust your implementation plan.


Reaffirm the need for change

Although initial momentum can get you to the finish, it won’t be enough if employees continue to rely on their old ways of doing things. Once you have established new processes, installed new software, or created a new organizational chart, it is essential to reinforce the changes long after they are implemented.

To build and sustain enthusiasm, you can celebrate success throughout and after the transformation. These are some creative motivation methods:

  • Zendesk’s Champagne Campaign – This involves setting small goals and then recognizing success by placing a small glass of champagne on employees’ desks
  • The weekly show-and-tell video call by iDoneThis allows employees to share their proud moments.

If people fall back into old patterns, they should be corrected privately. Publicly praise the employee so the whole organization can rejoice.

Until then, keep collecting feedback. Although the change process is now complete, employee feedback remains valuable. Employees can be listened to find out their pain points and where additional support might be needed.



The ADKAR Assessment can help you identify barriers to changing individual roles and support them in achieving their goals. Project success is dependent on the accuracy of the ADKAR status check. 


Graphic Design services :

Temis Graphic Designing Services enable you to improve the Visual identity of your business and let your branding process goes on. With our Graphic Designing Services, you can influence your clients and let them feel your brand personality; due to good brand awareness, you prove to people that your business can handle a problem.

Do you need graphic design services? Contact Us now

Subscribe our newsletter !
Email Address
Related articles

How to Become a Motion Graphic Designer?

read more

A Brief Overview of Lean UX

read more

UX Strategy and Its Components

read more
Let's have a free consultation!