ADKAR Model

Regardless of whether you’re a manager, coworker, or employee, change is inevitable in every aspect of life. At some point, every individual will be required to adapt to new circumstances and environments as he or she progresses through the stages of their careers and personal lives. 

However, how individuals deal with change will ultimately impact how successful they are in adapting to those changes, which can affect not only their well-being but also their success in the workplace and at home. To ensure that your changes result in positive growth, it’s important to remember Jeff Hiatt’s ADKAR® Model.

According to Jeff Hiatt, CEO of the leadership development firm ReThink, Inc., change can be a tough process. However, he shares that people generally go through five stages. These five steps outline the ADKAR model, which is the methodology by which a leader can establish an organizational change in a sustainable, productive way rather than view it as the futile quest it so often feels like.

ADKAR Model is one of the project management models and models, methods, and artifacts as well. It is likely to be used in,

Awareness

The purpose of this step is to determine why the change is needed. Next, once you've realized why this change is necessary, we should work to see what is different from the status quo. What are we doing now? What are we no longer doing? What do we need to start doing? What skills will we need to improve? How will these changes affect our personal lives, careers, and families? 

Desire

The second step of the ADKAR model is Desire. What this means is that you need to have a desire to be part of and support the change.  If people are not willing to go through with it, then there will never be any progress made. The important thing here is for your employees to understand why they're doing what they're doing and why it's important, rather than just following orders. It's also important for them to understand how their job will change as well as how it may improve in the future.

Knowledge

This means understanding both new processes and systems as well as new responsibilities.

Knowledge can be acquired from educational establishments, or from formal studies, whereas insight occurs when people understand that the change is a significant one.

Ability

A person's self-confidence, not just the skill set, will determine whether or not they can or even will do something. For a company to take this into account, it's crucial for them to focus on their employees' skill steps and their confidence. By giving their employees access to more information and then providing them with hands-on practice and access to expertise and help when needed, the company is helping their employees develop confidence.

Reinforcement

With the use of incentives, recognition, feedback, and measurement, reinforcement fosters the sustainability of change. Until then, continue to seek employee feedback. Keep an ear out for employees' concerns or unanswered questions to know if there are any unmet needs or inefficiencies that need to be resolved. 

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