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Psychology

ADKAR Model

The ADKAR Model is a goal-oriented change management model that guides individual change to support organizational transformation. It focuses on the specific outcomes an individual needs to achieve for a change to be successful, addressing potential roadblocks along the way.

5 phasesPsychology
When to Use This Framework

When participants seem unmotivated or disengaged

You need to understand what drives adult learners and how to create conditions for genuine engagement and retention.

This model is most effective when implementing organizational changes that require individual adoption and behavior shifts. It is particularly useful when anticipating resistance or when individual understanding and buy-in are critical for success.

The 5 Steps
Follow this sequence to apply ADKAR Model
1

Awareness

Participants become aware of the need for change and understand why it's happening; without awareness, individuals are likely to resist the change from the start.

2

Desire

Individuals develop a desire to participate in and support the change; fostering desire ensures buy-in and motivation throughout the process.

3

Knowledge

Participants gain knowledge on how to change and what's expected of them; providing knowledge equips them with the necessary skills and understanding for successful implementation.

4

Ability

Individuals demonstrate the ability to implement the change and perform to the required level; ability translates knowledge into tangible action and results.

5

Reinforcement

Reinforcement sustains the change by celebrating successes and providing ongoing support; reinforcement ensures the change becomes permanent and prevents backsliding.

What You'll Achieve

Taps into intrinsic motivation so participants actually want to participate.

Facilitators can use ADKAR to structure change management plans, identify individual barriers to change, and develop targeted interventions. It can be integrated into training programs to help participants understand and embrace new processes or technologies.

Practical Tips
How to get the most out of this framework
  • 1
    Give participants autonomy over how they engage
  • 2
    Connect content to their real challenges
  • 3
    Build confidence through early wins
  • 4
    Create psychological safety for sharing
Best For
  • Change Management
  • Process Improvement
  • Leadership Development
Key Principles
  • Individual change is essential for organizational change
  • Change initiatives should address awareness, desire, knowledge, ability, and reinforcement
  • Identifying and addressing barriers to change is crucial for successful implementation
Watch Out For
  • Requires a thorough understanding of individual needs and concerns related to the change
  • Success depends on effective communication and engagement strategies
  • Reinforcement mechanisms must be in place to sustain the change over time
Related Frameworks
Other Psychology frameworks you might find useful
ARCS Model (Keller)Learner motivation checklist
AGES ModelNeuroscience-based memory retention
Universal Design for Learning (UDL)Universal Design for Learning (UDL) is an educational framework based on research in the learning sciences, including cognitive neuroscience, that guides the design of learning environments to reduce barriers and optimize learning for all individuals. It emphasizes flexibility in how learners access information, engage with content, and demonstrate their knowledge.