ADKAR: CORE TO THE PEOPLE SIDE OF CHANGE
The Prosci ADKAR Model was developed by Jeff Hiatt in 1996 and first published in a white paper titled “The Perfect Change” in 1999. Following nearly a decade of research by Prosci on the model, the first book on ADKAR was released in 2006 titled ADKAR: A Model for Change in Business, Government and Our Community. Since then, the model has enabled and inspired leaders, managers and employees in hundreds of organizations around the world to be successful leaders of change.
The secret to the success of the application of ADKAR is simple: a change happens when individual employees embrace, adopt and use new processes, tools or techniques proficiently. It is the accumulation of individual change that leads to organizational change. When we can use a tool like ADKAR to support individual change, we are in effect supporting organizational change and the achievement of results and outcomes since it is individuals that collectively make up the organization.
We do not need complex plans and methodologies to lead employees through change. Rather, the most successful way to facilitate change with individuals is through the use of simple, easy-to-use, and holistic tools that are based on how employees really experience change; tools and models that outline the specific steps of successful change, enable us to identify unique barrier points, and offer effective remedies to overcome those barriers. The ADKAR Model addresses each of these factors so that we can successfully employ it to facilitate individual change..
The letters of ADKAR represent the five essential elements that must be present for an individual to make a change successfully:
- Awareness of the need for change
This blog post was originally published by Tim Creasey in Prosci blog.