Since the Prosci ADKAR Model was developed two decades ago, thousands of change leaders have applied it to their change initiatives to improve project outcomes.
The ADKAR Model distills the change process into the most basic yet critical elements, making it easy to use. Yet it’s a multipurpose, multifaceted tool that has the power to impact how you lead change and how individuals experience change in your organization.
Understanding change as a process
Fundamental to the ADKAR Model is this: Change occurs as a process, not an event. And it can be difficult and complex to understand. Breaking down change into distinct elements helps us understand the process of change and how to manage it. The theory of three distinct phases of change has roots in works from anthropologist Arnold Van Gennep in 1909 to Kurt Lewin in 1948 and William Bridges in 1980.
The three states of change—current state, transition state, and future state—provide a powerful framework for the process-oriented approach of the ADKAR Model. The model clearly establishes how an individual moves through the change process, from their current state to their future state, and provides the insight needed for successful organizational change.
To move out of the current state, an individual needs awareness of the need for change and a desire to participate in and support the change.
Successfully moving through the transition state requires knowledge on how to change and the ability to implement the required skills and behaviors.
In the future state, individuals need ability and reinforcement to sustain the change.