ADKAR
ADKAR
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Organizations don’t change, people do, one at a time. I use the ADKAR model to guide individuals through change at a personal level, moving through five stages, each with its own real tools and deliverables, not just a mindset shift.
Awareness (for the need of change): readiness and impact assessments, a case for change summary, a communication plan and leadership toolkit, and stakeholder analysis.
Desire (to participate and support change): a stakeholder engagement plan, a resistance management plan, and a change champion network.
Knowledge (on how to change): training plans, process documentation, and knowledge transfer logs.
Ability (to implement new skills and behaviors): a transition plan and readiness checklist, coaching and support, adoption and proficiency metrics, and pilot evaluations.
Reinforcement (to sustain the change): change effectiveness dashboards, a recognition and reward plan, a sustainment plan and governance framework, and a lessons learned repository.
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