HRMN 495-Mini Case Study 4

ADKAR Model of Change Management

The ADKAR model is a change management model that can be used by

anyone—individual or organization. The model can also help organizations

identify gaps in their change management processes. It was invented by

Prosci founder Jeff Hiatt.

People are the ones who implement change in organizations, even if the

change is largely technical. The ADKAR model is designed to mitigate the

fact that organizations often ignore the individuals involved in making

change a success. For a change to be successful, it's important that all

individuals involved understand the need for the change and how to

implement it.

Each letter of ADKAR represents one of five milestones that an individual

involved in a change process must meet: awareness, desire, knowledge,

ability, and reinforcement. These milestones must be achieved in order:

• A—awareness of the need for change;

• D—desire to support the change;

• K—knowledge of how to change;

• A—ability to demonstrate skills and behaviors; and

• R—reinforcement to make the change stick.

Learning Resource

ADKAR Model of Change Management

1 of 3 3/26/2023, 6:15 PM

UMGC (n.d.). ADKAR Model of Change Management. Retrieved from https://leocontent.umgc.edu/content/scor/uncurated/msc/2218- msc630/learning-resource-list/adkar-model-of-change-management.html?ou=693701#

Continue reading for more information on each milestone.

Awareness

It's natural for people to resist change, and they can be even more

inclined to resist change when they don't understand the reason change

is needed. All individuals involved in a change effort should understand

why change will benefit them and their organization.

Desire

Even when an employee understands logical reasons behind a change, it

might not be enough to make them an enthusiastic participant in the

change. Managers and direct supervisors can help employees with low

desire work through the change.

Knowledge

Employees should only be given practical training and preparation for a

change once they have completed the first two steps. This is often an

area where organizations make a mistake by initiating trainings too soon.

Ability

Even though employees may be trained in new technologies and

processes, they might still not have the ability to use or complete them.

Employees should be given the opportunity to practice or experiment

with their new knowledge before full implementation.

Reinforcement

It's natural for people to revert to what feels comfortable, even after

they've gone through all the steps of the ADKAR process. Reinforcement

ADKAR Model of Change Management https://leocontent.umgc.edu/content/scor/uncurated/msc/2218-msc630/l...

2 of 3 3/26/2023, 6:15 PM

helps cement change. What's positive about the change? What's working

well? Highlighting any benefits or wins can help employees feel good

about the change. If employees continue to revert to old ways, managers

and change leaders should investigate what's causing the reversion.

References

Prosci. (n.d.). The Prosci ADKAR model. Retrieved from

https://www.prosci.com/adkar/adkar‐model

© 2023 University of Maryland Global Campus

All links to external sites were verified at the time of publication. UMGC is not responsible for the

validity or integrity of information located at external sites.

ADKAR Model of Change Management https://leocontent.umgc.edu/content/scor/uncurated/msc/2218-msc630/l...

3 of 3 3/26/2023, 6:15 PM