Change is constant, and it happens one person at a time. Embracing change can be difficult, and helping others embrace change is often nebulous and frustrating. To achieve meaningful change in communities and organizations, leaders need a simple way to understand and influence change, identify the causes of resistance and help individuals successfully transition.
The five building blocks of the Prosci ADKAR® Model are sequential:
- Awareness of the need for change
- Desire to participate and support the change
- Knowledge on how to change
- Ability to implement required skills and behaviours
- Reinforcement to sustain the change
When a person has all five elements, he or she has made the change successfully. When a change is not implemented, it is usually because one or more of the five blocks is missing.
Prosci's ADKAR Model is based, fundamentally, on how we as human beings experience change. The origins of the ADKAR Model stem from the model's developer, Prosci founder Jeff Hiatt, asking himself why change management activities work:
- Why do we communicate?
- Why do we need to see executives supporting a change?
- Why do we train people?
As the answers to these "whys" became clear, what emerged were the five key building blocks of ADKAR.