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The ADKAR Change Management Model

Using Goals to Accomplish Change

Use this model to help you achieve change successfully.

Clearly, for change to be successful, people have to change the way that they work. Typically, you'll persuade them to do this by explaining the need for change, by getting their buy-in, by training them, and by giving them support.

But how do you know if you've communicated enough? Or trained enough? And which outcomes should you concentrate on during each stage of a project, to make sure that you implement change effectively?

The ADKAR Change Management Model helps you answer these questions by providing a clear communication goal for each stage of your change project. By focusing on what you need to do to achieve these goals, you can get everyone on board with your project, and implement change successfully.

About the Model

The ADKAR Model was created by the Prosci research organization in the late 90s, following research involving more than 300 companies engaged in major change projects. It was then published in Jeff Hiatt's 2006 book, "ADKAR: A Model for Change in Business, Government and Our Community."

The model focuses on the way that you share information with the project's stakeholders - the people affected by the change. According to the model, for change to succeed, you need to achieve five successive knowledge-sharing goals as the project proceeds. These are: