ADKAR Framework (ADKAR)

Understanding the ADKAR Framework

The ADKAR Framework is a model for understanding and managing change at an individual level. Developed by Prosci, it breaks down the change process into five key stages: Awareness, Desire, Knowledge, Ability, and Reinforcement. This approach ensures that each person involved in a change process is adequately prepared, equipped, and supported.

Components of the ADKAR Framework

• Awareness: Understanding the need for change and the nature of the change.
• Desire: Developing a personal motivation to support and participate in the change.
• Knowledge: Knowing how to change.
• Ability: Implementing new skills and behaviors.
• Reinforcement: Sustaining the change over time.

Applying the ADKAR Framework

The ADKAR Framework can be applied to a variety of change scenarios, from process improvements to technological implementations. It offers a structured approach to ensure that each individual involved in the change process is not only aware of the change but is also motivated and equipped to participate in it.

1. A company implementing a new software system may use the ADKAR Framework to ensure that employees are aware of the change, understand why it is necessary, know how to use the new system, are able to use it effectively, and are motivated to maintain their new skills.

2. An organization undergoing a cultural shift may apply the ADKAR Framework to help employees understand the need for change, develop a desire to participate in the new culture, learn the behaviors and attitudes that support the new culture, demonstrate these behaviors, and reinforce them over time.

The ADKAR Framework was developed by Prosci, a global leader in change management research and solutions. It was introduced in the late 1990s as a practical tool for managing the people side of change, and has since been adopted by organizations worldwide.

• The ADKAR Framework is not a one-size-fits-all solution. It should be tailored to the specific needs and context of each change initiative.
• ADKAR is not just a linear process. The stages can overlap and individuals may need to revisit earlier stages as the change process unfolds.

• Compared to the Kotter’s 8-Step Change Model, the ADKAR Framework focuses more on the individual’s journey through change rather than the organizational process.
• Unlike Lewin’s Change Management Model, ADKAR offers a more detailed roadmap for managing change at the individual level.

• Change Management
• Organizational Transformation
• Prosci
• Individual Change