The ADKAR Model is a change management framework developed by Jeff Hiatt, the founder of Prosci (pronounced “PRO-see”), a research and consulting firm that specializes in change management. The ADKAR model is an acronym that stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. It is a goal-oriented model that focuses on the individual and the specific changes they need to make in order to successfully adopt a new initiative or process.
The ADKAR model is a five-step process that helps organizations understand the changes that need to happen in order for the initiative to be successful. The first step is Awareness, which refers to the need for individuals to understand that a change is coming and why it is necessary. The second step is Desire, which refers to the individual’s willingness to support and participate in the change. The third step is Knowledge, which refers to the individual’s understanding of how to implement the change. The fourth step is Ability, which refers to the individual’s ability to implement the change. The final step is Reinforcement, which refers to the actions taken to sustain the change over time.
The ADKAR Model has become widely popularized among change management practitioners and organizations as it provides a clear and straightforward approach to managing and implementing changes. The model is flexible and can be applied to any type of change, whether it’s a small process change or a large organizational change. The model has been used in many organizations across various industries, such as healthcare, IT, and manufacturing.
Change management practitioners typically learn about the ADKAR model through various methods, including attending workshops and training sessions, reading literature on the subject, and participating in online learning programs. Prosci, the company that developed the ADKAR model, offers a variety of training options for change management practitioners to learn about the model, including workshops, webinars, and certification programs.
Prosci’s certification program, known as Prosci ADKAR Certification, is designed to provide practitioners with a comprehensive understanding of the ADKAR model and its applications. The certification program includes a combination of online learning, self-paced study, and a three-day instructor-led workshop. Participants who successfully complete the program will receive an ADKAR certification, which is valid for three years.
Additionally, Prosci also offers an online learning program that covers the ADKAR model, called the Prosci Change Management Learning Program. This program is self-paced and includes interactive modules and assessments, as well as access to Prosci’s proprietary tools and templates.
Prosci is a research and consulting firm that specializes in change management. The company name was chosen as an abbreviation of the word “process” with the “i” representing “improvement” or “innovation”. The name represents the company’s focus on helping organizations improve their processes and achieve successful change. The founder of Prosci, Jeff Hiatt, chose this name for the company as it represents his vision of providing a streamlined and efficient approach to change management that helps organizations achieve successful change.
Dairy Company: A dairy company is trying to implement a new automated milking system to increase efficiency and reduce labor costs. The change that the business leadership is trying to accomplish is to automate the milking process to increase efficiency and reduce labor costs.
The ADKAR model can help the dairy company implement this change by:
- Creating Awareness: Communicating the need for the change and the benefits it will bring to the organization and its employees.
- Building Desire: Engaging employees and getting their buy-in by involving them in the process, highlighting the benefits and addressing any concerns they may have.
- Providing Knowledge: Training employees on the new system and how to use it, providing them with the necessary knowledge to implement the change.
- Enhancing Ability: Providing employees with the necessary resources and support to effectively implement the change, such as access to the new equipment and technical support.
- Reinforcing the change: Continuously monitoring the progress and addressing any issues that arise, recognizing and rewarding employees for their efforts and success in implementing the change.