The Prosci ADKAR® Model is based on the understanding that organisational change can only happen when individuals change, and therefore focuses on connecting the human with the business dimension of change.
The word “ADKAR” is an acronym for the five outcomes, according to PROSCI, that an individual needs to achieve for a change to be successful: Awareness (of the need for change), Desire (to participate and support the change), Knowledge (on how to change), Ability (to implement desired skills & behaviours), Reinforcement (to sustain the change).
The model provides a practical, ready-made approach to change management. It has been widely tested and is one of the most popular change models.
From the perspective of organisational transformation, it would be worth considering if a model which, on the one hand focuses on the individual dimension, and on the other with such a prescriptive nature, will meet your organisation’s needs.
- It focuses teams on the activities necessary to manage the change.
- It is action-oriented and measurable.
- It supports diagnosis of resistance to change.
- It is an incremental change management approach less suited to lead large-scale transformations.
- It largely ignores the role of leaders in addressing the emotional aspects of change
Recommended resources: www.prosci.com