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Adkar: A Tool To Make Sure Changes Happen

This document discusses the importance of addressing both the process/improvement side and people/soft side of change. It introduces the ADKAR model, which provides a framework for managing the people side of change. The ADKAR model focuses on 5 key elements - Awareness, Desire, Knowledge, Ability, and Reinforcement - that are necessary for successful individual change. An ADKAR questionnaire is used to assess employees impacted by change and identify any areas below a rating of 4 to address.

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112 views12 pages

Adkar: A Tool To Make Sure Changes Happen

This document discusses the importance of addressing both the process/improvement side and people/soft side of change. It introduces the ADKAR model, which provides a framework for managing the people side of change. The ADKAR model focuses on 5 key elements - Awareness, Desire, Knowledge, Ability, and Reinforcement - that are necessary for successful individual change. An ADKAR questionnaire is used to assess employees impacted by change and identify any areas below a rating of 4 to address.

Uploaded by

radha oad
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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ADKAR

A Tool to Make Sure Changes Happen


Wade Lester, QCIP Team
Two “Sides” of Change

Process People
Improvement Side
Side
Two “Sides” of Change

“Hard” Side “Soft” Side


Must Address Both Sides
 Statistics
from Prosci on success of
change management in over 1100
organizations
ADKAR
Model for The People Side of Change

Awareness

Desire

Knowledge

Ability

Reinforcement
Awareness

Awareness of the need for change


Desire
Desire to participate and support
the Change
Knowledge
Knowledge on how to change
Ability
Ability to implement required
skills and behaviors
Reinforcement
Reinforcement to sustain the
change
ADKAR MODEL QUESTIONNAIRE
 Distributed to all employees who will
be impacted by the change
 Distributed multiple times

 Managers of people who will


implement the change
 Address areas below a rating of 4—
with group and individually

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