ADKAR is useful for individual change

management between supervisor and

employees.

Awareness

Desire

Knowledge

Ability

Reinforcement

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ADKAR
ADKAR is based on basic human truths that are
present even in the absence of change.

Awareness of surroundings and self.

The need to have control over our life.

A quest for growth and knowledge.

A hope to make a meaningful contribution.

The need to be recognized and appreciated.

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ADKAR

 Awareness of the need for change (why).

 Desire to support and participate in the change
(our choice).
 Knowledge about how to change (the learning
process).
 Ability to implement the change (turning
knowledge into action).
 Reinforcement to sustain the change
(celebrating success).

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Not Everyone Changes
at the Same Pace
Person A Awareness Desire Knowledge Ability Reinforcement

Person B Awareness Desire Knowledge Ability Reinforcement

Person C Awareness Desire Knowledge Ability Reinforcement

Person D Awareness Desire Knowledge Ability Reinforcement

Person E Awareness Desire Knowledge Ability Reinforcement

Person F Awareness Desire Knowledge Ability Reinforcement

Person G Awareness Desire Knowledge Ability Reinforcement

Person H Awareness Desire Knowledge Ability Reinforcement

Person I Awareness Desire Knowledge Ability Reinforcement

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Create ADKAR Profile
for Each Employee

Employee A D K A R Notes/actions

Adam 4 5 2 2 4

Beverly 4 1 4 3 4

Charles 2 2 3 3 4

Denise 5 1 4 2 3

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Mapping ADKAR to Change
Management Tools

Communications

Sponsor Roadmap

Why are these channels

Training critical for change management?
Readiness Mgmt

Supervisory Coaching

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ADKAR Model
 ADKAR describes the required phases that
an individual will go through when faced with
change.

 ADKAR is a foundational tool for

understanding “how, why and when” to use
different change management tools.

©Prosci. Used with permission under terms of license agreement. www.change-management.com

Best Practices Approach to
Reinforcing Change
Preferred senders
 Immediate supervisor

Best Practices:
 Repeat messages 5 to 7 times

 Use face-to-face

 Answer WIIFM (What’s In It For Me)

 Utilize question and answer format

 Understand their interpretation

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Factors Influencing
Employee’s Perspective
on Change

 Whether they trust the sender

 What they have heard from others
 How satisfied they are with work
 Experience with other changes at work

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