The ADKAR® Model

The Prosci ADKAR® Model is the individual change management component of the Prosci Change Management Methodology. ADKAR® describes the five building blocks of successful individual change as:

Prosci ADKAR® Model

Building blocks of change:

Questions answered:


► Awareness of the need for change
Why is the change happening? Why is the change happening now? What is the risk of not changing?


► Desire to participate and support the change
What are the personal motivators and organizational drivers that would cause me to support the change?


► Knowledge on how to change
What knowledge, skills and behaviors are required during and after the change is implemented?


► Ability to implement required skills and behaviors
How do I demonstrate the ability to do my job the new way? What barriers may inhibit me making the change?

Reinforcement ®

► Reinforcement to sustain the change
What will make the change stick? What are the rewards, recognition, incentives and consequences?


ADKAR® is an individual model, so it describes the change process from the perspective of one employee whose job is being changed as a result of a project or initiative. Whether it is a new process, a new technology, a new job role or a new behavior, a person makes the change successfully when they have Awareness, Desire, Knowledge, Ability and Reinforcement. If the change impacts 1000 people, then it will happen when those 1000 people have Awareness, Desire, Knowledge, Ability and Reinforcement. An individual change management model is crucial for effective change management because of the reality that change ultimately happens one individual at a time - when impacted employees move from their own current state to their own future state.

In the Prosci Change Management Methodology, ADKAR® is used in a number of ways including: 1) Making sense of change; 2) Guiding change management plans; 3) Measuring progress; 4) Diagnosing gaps; 5) Developing corrective actions; and 6) Enabling managers and supervisors.