What is the ADKAR Model?
The ADKAR Model is a Tool that helps Companies Manage and Improve Changes.
- Changes in their Operations or Processes.
To do so, it suggests that every successful Change follows 5 Steps.
- Steps that must take place in a particular order.
Its name is an acronym for the 5 Steps proposed:
Five Steps of the ADKAR Model
1. Awareness: The first Step is to Internalize Why Change is Needed.
- Successful Changes take place when people Understand Why they are needed.
2. Desire: Employees and Managers should then Desire that Change.
- Once they Understand how this Change could help them in their day to day.
3. Knowledge: The next Step is to identify all the Information necessary.
- What knowledge is important for the Change to be successful.
4. Ability: All the people involved should be then Able to play their part.
- With the Knowledge and Tools necessary.
5. Reinforcement: Finally, a Follow-up Process should be implemented to ensure Change.
- This way, the Change will be Tracked and Improved.
ADKAR Model Template.
Before sharing some examples with you, we want to highlight other Model of Change that may interest you:
- Kotter’s Model.
Kotter's 8-Step Change Model
Kotter’s 8-Step Change Model proposes that successful Changes follow 8 Steps.
These Steps are divided into 3 Stages:
- The Definition Stage.
- The Implementation Stage.
- The Secure Stage.
This method focuses more on How to manage the Team in charge of the Change.
The ADKAR Model proposes a much broader and generic view.
If you are interested about it, visit our Page:
Now, we’ll share some Useful examples with you:
ADKAR Model examples
We’ll imagine that you work for a Company that still organizes its Operations with paper.
- And now, it is considering modernizing.
The Company is thinking about installing SAP and use advanced Excel sheets to improve its performance.
- What represents a big change in its Operations.
Let’s see How you could handle this Change, following ADKAR’s Steps:
Awareness - ADKAR Model example
First of all, you could bring together all the employees involved in the Change.
- We’ll assume that You are the responsible.
In that meeting, You explain that the Company is wasting hours per day in paperwork.
- You show your calculations on how much time is wasted.
- And How unproductive this wasted time is.
You can show them what the company could do with this wasted (and paid) time:
- Hire more employees.
- Produce more.
- Lower the price of the product.
- People only Understand things if you show proof with Numbers they can trust.
Desire - ADKAR Model example
Once everybody know Why this Change is needed, why the Company has to modernize, you explain Why it will be good for them.
How things will be for them if the Change is introduced successfully:
- How much time they will save per day.
- What tasks they will no longer have to do.
- How much easier things will be for them.
- People only seek Change if they get something from it.
Knowledge - ADKAR Model example
Once everyone is convinced of the Change you establish what Knowledge will be needed to implement the Change successfully.
You prepare what each employee needs to know.
- Depending on each position, some knowledge or other will be needed.
- The better you prepare the Information necessary for Change the more chances of success.
Ability - ADKAR Model example
Once everybody has the necessary knowledge for modernizing the Company, you ensure that they can actually do what is expected of them.
You check that:
- They have perfectly Understood that Information.
- They know When to Apply that Information.
- They perfectly know How to Apply that Information.
- They have the necessary Tools to do their Job.
You could never learn to use a computer just by reading a book.
- You would need to use it.
- When implementing a Change, Tools are as Important as Knowledge.
Reinforcement - ADKAR Model example
Finally, once the Company has started modernizing its Operations, you design a procedure to audit and improve the new Operative.
A Continuous Improvement Process that seeks to improve the results obtained over time.
This procedure may consist of:
- Weekly meetings where Employees share their doubts and suggestions.
- Monthly meetings that track the progress made.
- Tracking metrics that measure Time consumed and Costs saved.
- Changes need to be continuously monitored. People are reluctant to Change.