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The ADKAR® Change Management Model
Using Goals to Accomplish Change
Imagine that your company wants to introduce a new workflow system, and that you have been tasked with implementing the change.
People are going to have to work in new, unfamiliar ways if the project is to be successful. How do you make this happen?
Typically, you'll persuade them to change the way that they work 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 to 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 1990s, following a study 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: ...