A Model for Individual Change

Empower Change One Person at a Time. The Prosci® ADKAR® Model provides a simple and action-oriented framework for taking control of change.

The ADKAR® Model was first introduced in 1999 as an outcome-oriented approach to facilitate individual change. The model has taken hold as an easy-to-use and proven Change Management method, and is now one of the most widely used change management models in the world.

Effective Change Management requires control of the five key building blocks that form the basis of the Prosci® ADKAR® Model. Individuals make changes successfully when they have the necessary Awareness, Desire, Knowledge, Ability and Reinforcement. Users of Prosci’s ADKAR Model have the outcome-orientation to change that enables successful personal transitions and achievement of organizational results.

• Awareness of the need for change
• Desire to participate and support the change
• Knowledge on how to change
• Ability to implement required skills and behaviors
• Reinforcement to sustain the change

Change Management Competency Begins with the People Affected by Change

The Prosci® ADKAR® Model focuses on the transition of individuals as they are affected by change within an organization. It is an easy-to-use, process-driven model managers apply to groups and individuals to identify and remove barriers, mitigate resistance and equip people with the knowledge and abilities to make the transition successfully. In addition, Prosci has seen in its research that once a change is made, it must be sustained. With this in mind, the ADKAR® Model incorporates reinforcement of change by utilizing proactive resistance management plans and actively recognizing and celebrating success.

The Big Picture

While managing change at an individual level is a great place to start, a holistic approach is more effective at creating change agility and reducing future resistance. See Prosci Methodology for more information on our framework for change management.