What is Prosci’s ADKAR Change Management Model?

Prosci’s ADKAR model focuses on the human side of change and consists of the building blocks Awareness, Desire, Knowledge, Ability, and Reinforcement. It offers clear advantages through its structured and flexible approach and helps address individual needs and resistances. Compared to classic models like those of Kotter and Lewin, ADKAR is more specifically tailored to the individual change process.

Prosci’s ADKAR model is a proven change management framework that focuses specifically on the human side of change. It stands for the five building blocks Awareness, Desire, Knowledge, Ability, and Reinforcement. These elements are essential for successfully implementing and sustaining changes.

Awareness

The first building block, Awareness, refers to the recognition of the need for change. It is crucial that employees understand why a change is necessary to gain their acceptance.

Desire

Desire describes the employees’ wish and willingness to support and actively participate in the change. This step is often challenging, as it depends on individual motivations and potential resistances.

Knowledge

The third building block, Knowledge, involves providing the necessary knowledge and skills required to implement the change. Training and informational events play a central role here.

Ability

Ability means that employees develop the capability to put the change into practice. This can be achieved through practice, support, and continuous feedback.

Reinforcement

The final building block, Reinforcement, ensures that the change is sustainable and maintained over the long term. This includes recognition and rewards for successfully implementing the change.

Advantages of the ADKAR Model:

Focus on the human factor: The model acknowledges that each employee undergoes an individual change journey and helps address individual needs and resistances.
Structured approach: ADKAR provides a clear, structured approach that is easy to understand and implement.
Flexibility: The building blocks often overlap in practice, allowing for flexible adaptation to a company’s specific requirements and dynamics.

Comparison with Classic Models

Compared to the classic models of Kotter and Lewin, the ADKAR model offers a more specific focus on the individual change process. While Kotter proposes eight stages of change and Lewin uses the three-phase model (Unfreeze, Change, Refreeze), ADKAR focuses on the internal, psychological steps of employees.

Application of the ADKAR Model

The ADKAR model enables companies to identify challenges in advance, such as lack of acceptance or insufficient skills. By specifically addressing these areas, companies can implement changes more effectively and efficiently.

Overall, Prosci’s ADKAR model is a powerful tool for change management, emphasizing the individual change process and thereby supporting sustainable implementation.

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