The Prosci ADKAR Model
A powerful yet simple model for facilitating individual change.
Organizational change requires individual change
The Prosci ADKAR® Model is one of the two foundational models of the Prosci Methodology, in addition to the PCT Model. The word “ADKAR” is an acronym for the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement.
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The model was developed nearly two decades ago by Prosci founder Jeff Hiatt after studying the change patterns of more than 700 organizations. The ADKAR Model is used by thousands of change leaders around the world.
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This powerful model is based on the understanding that organizational change can only happen when individuals change. Whereas the Prosci 3-Phase Process is a framework for organizational change, the ADKAR Model focuses on individual change—guiding individuals through a particular change and addressing any roadblocks or barrier points along the way.
ADKAR sits at the center of the Prosci Methodology graphic to emphasize that organizational change requires individual change.
The 5 Elements of the ADKAR Model
Organizational changes often fail due to lack of understanding and engagement. The ADKAR Model provides essential tools and motivation to drive individual change and improve outcomes.
Applying the ADKAR Model to your change initiative
Activities for moving individuals through ADKAR transitions happen during Phase 2 – Manage Change of the Prosci 3-Phase Process, and are scalable to fit your needs. You apply the ADKAR Model using Proxima, an innovative online tool you access via the Prosci Hub Solution Suite in the Prosci Portal.
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In Proxima, you use tools such as the ADKAR Blueprint—the backbone of Prosci change management—to identify milestones, target dates and anticipated gaps. You also use the ADKAR Blueprint to help in developing your change management plans, such as the Sponsor Plan and People Manager Plan.
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The ADKAR Assessment helps to identify any barrier points to change for individual roles so you can support these individuals in progressing through the change. ADKAR status checks along the way are key to project success. Practitioners use both the Prosci ADKAR Model and the Prosci 3-Phase Process to achieve sustainable change.
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