ADKAR

A goal-based change model describing the five outcomes an individual must achieve for change to succeed: Awareness, Desire, Knowledge, Ability, and Reinforcement.

ADKAR, developed by Prosci, is a model for managing change at the individual level. Its five sequential outcomes — Awareness of the need to change, Desire to participate, Knowledge of how to change, Ability to implement, and Reinforcement to sustain — describe the journey each person must complete.

ADKAR is valued for diagnosis: when a change stalls, it pinpoints which outcome is missing for which group so effort can be targeted precisely.

Related terms

Change readiness

The degree to which people and the organization are prepared and able to adopt a change before it goes live.

Change champion

A respected member of a business unit who advocates for a change and helps carry momentum into their team.

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Change management frameworks compared: ADKAR vs Kotter vs Lewin

ADKAR, Kotter's 8 steps, and Lewin's model explained and compared — what each is best at, and how to choose the right one for your change.

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A plain-language definition of change management, the end-to-end process, the roles involved, and how a change management tool keeps the work and the record together.

See change management in one workspace

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