The ADKAR Model of Change Management is an outcome-oriented change management method that aims to limit resistance to organizational change. Created by Jeffrey Hiatt, the founder of Prosci, the ADKAR Model is the Prosci change management methodology.
The success of any organizational change hinges on the ability of impacted people and teams to adopt new behaviours or responsibilities. To ensure successful adoption and implementation of change, people managers must be equipped with the right knowledge and skills to coach and guide their teams through the change.
Prosci's Best Practice in Change Management research shows that people want to receive messages about how the change will affect them from their immediate supervisors. To help people managers provide this guidance, change practitioners must equip them with the basics of the Prosci ADKAR Model. This model can be used to identify gaps and coach impacted individuals and teams through each step of the change process, starting with building awareness of the need for a change.
The second element of the Prosci ADKAR Model – Desire – is sometimes the most difficult to build. People managers can use the ADKAR Model to gain a better understanding of how to build the desire for change amongst their teams, ultimately helping them achieve successful change.
The five ADKAR elements—awareness, desire, knowledge, ability, and reinforcement—are the building blocks for creating change from the human perspective.
In this SIM, we explore the ADKAR Model of change:
Awareness - Why is change necessary?
Desire - How can you motivate people to want change?
Knowledge - How will people contribute to the change?
Ability - What's stopping people from contributing to the change?
Reinforcement - How can you ensure things don't go back to how they were before?
You are the head of a company that has several local associated non-profit organizations across the province. You have just confirmed your company’s participation in a merger that will form the associations into a federation, that together will be able to serve a larger geographical area. Although this means duplication of some positions the federation is committed to keeping all existing team members employed with the company. However, there will need to be some restructuring of positions to reflect the federation’s new position as a service provider across the province. You are meeting with your management team to begin the change management process. One manager will struggle with the change more than the others. You need to coach them through this change and to successfully adapt to their modified role using the ADKAR model.