The steps of the model are Awareness, Desire, Knowledge, Ability, and Reinforcement. Unlike most other change management models, ADKAR focuses on the human element of change. It recognizes that individuals must change in order to make an organizational change successful.
There are plenty of benefits to using the ADKAR model: It provides a practical – not a theoretical – approach to change management. Some change frameworks merely describe group psychology or organizational change. These theoretical approaches can be useful, but they are difficult to apply directly.
The ADKAR change model includes the following building blocks: A: Awareness. Make employees aware of the change. D: Desire. Instill a desire to change. K: Knowledge. Teach employees how to make the change. A: Ability. Transform knowledge into the ability to make the change. R: Reinforcement. Make the change permanent by reinforcing new methods.