The document outlines the ADKAR model of change management developed by Jeffrey Hiatt, focusing on creating awareness, desire, knowledge, ability, and reinforcement in organizational change processes. It emphasizes minimizing resistance to change by addressing individual perceptions, motivations, and resources needed for effective transition. Key components include effective communication, training, and support systems to ensure successful adaptation to change.

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ADKAR MODEL Description
1. A person’s view of the
current state
2. How a person perceives
problem
3. The credibility of the
sender
4. Circulation of
misinformation or rumors
5. Contestability of the
reason for change
Awareness
A
1. The nature of the change
2. The organizational or
environmental context for
the change
3. An individual’s personal
situation
4. What motivates them
Desire
D
1. The current knowledge
base of an individual
2. The capability of this
person to gain additional
knowledge
3. The resources available
for education and training
4. The access to, or
existence of, the required
knowledge
Knowledge
K
1. Psychological blocks
2. Physical abilities
3. Intellectual capability
4. The time available to
develop the needed skills
5. The availability of
resources to support the
development of new
abilities
Ability
A
1. Degree to which
reinforcement is
meaningful
2. Association of the actual
demonstrated progress
3. Absence of negative
consequences
4. Accountability systems to
reinforce the change
Reinforcement
R

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ADKAR MODEL Phase

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ADKAR MODEL
It’s a model of Change management by Jeffrey
Hiatt.
It’s an outcome oriented change management
which minimizes resistance for the change in
the organization.

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AWARENESS
Its about the perception or looking deeply in current state
Create awareness regarding the change should be occur in the
organization
Communicate few essential points must be included
What
Why
When
How
Whom

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DESIRE
Creating desire among employees or your people
Desire to participate and create change together.
• Each member counts
• Face to face communication
• Communicate about the benfit
• Feeling of belonging

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KNOWLEDGE
Now its about How this change will apply
It can start with training and educating
Access to or existence of required knowledge

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ABILITY
• Ability to cop up with the change
• Mental capabilities
• Psychological blocks
• Time to developed necessary skills which required
• Availability of resources

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REINFORCEMENT
• Reinforce the change into the action, so it can
reflect into action and output in upcoming future
• Replacing habit of old state into new change