More ADKAR Model Templates and Examples

ADKAR Analysis

ADKAR Analysis

ADKAR Assessment Template

ADKAR Assessment Template

Force Field Analysis

Force Field Analysis

Kotter's 8 Step Change Model

Kotter's 8 Step Change Model

Lewins Change Model

Lewins Change Model

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Guide and Best Practices

ADKAR is an acronym that stands for the five outcomes (Awareness, Desire, Knowledge, Ability, and Reinforcement) the individuals of an organization should achieve to successfully implement a change initiative. It was developed by the Prosci founder Jeff Hiatt after conducting research on the change patterns of over 700 organizations. The model focuses on the change of an individual in change management and addresses how to guide them through the period of change while avoiding any bottlenecks along the way.

The Five Elements of the ADKAR Model

  • Awareness; this refers to the employee’s understanding of the nature of change, need for it, and the risks involved in not changing. Effectively communicate the rationale behind the change initiative to employees while shedding special light on how it will affect the organization as well as the individual employee.
  • Desire; represents the willingness the individual shows to support and engage in the change. In this stage, consider how to motivate employees to embrace and support the change. A good way to start is by explaining how they can benefit from it.
  • Knowledge; this entails the information, training, and education needed to implement the change successfully. It includes the processes, behaviors, tools, systems, skills, job roles, and strategies necessary to carry out the change initiative.
  • Ability; refers to the execution of the change initiative, or in other words converting knowledge into action. It’s achieved when the employees have successfully demonstrated their capability in implementing the change initiative at the required performance levels.
  • Reinforcement; represents the internal factors such as employee’s internal satisfaction or benefits received from the organization, and external factors such as recognition or reward that helps sustain the change in the long run.

More templates and visual ideas for change management

Stakeholder Analysis

Stakeholder Analysis

Recruitment Process Template

Recruitment Process Template

Risk Matrix 3x3

Risk Matrix 3x3

Risk Probability and Impact Matrix

Risk Probability and Impact Matrix

Brainwriting Worksheet

Brainwriting Worksheet

Threats and Opportunity Matrix for Stakeholder Management

Threats and Opportunity Matrix for Stakeholder Management

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