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ADKAR Model for Individual Change
Before any change goes live, ensure each employee passes five gates: Awareness, Desire, Knowledge, Ability, Reinforcement.
Goal
End "we launched but nobody adopted" by sequencing change at the individual, not org, level.
Steps
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1
State the desired change in one specific sentence (e.g., move from Excel to new ERP by July 1).
Expected Outcome
Immediate
You find at least one employee with 0 on Desire — knows the change but doesn't want it. Focus there.
Evidence base
School: Prosci Change Management
Founders: Jeff Hiatt (2003)
ADKAR is Jeff Hiatt's model at Prosci, backed by research across thousands of change projects showing most failure occurs at Desire (not Training as commonly assumed).
Keywords
Frequently asked questions
How long does "ADKAR Model for Individual Change" take?
This exercise takes about 60 minutes, practiced with another person in a Behavioral format.
When will I notice the effect of "ADKAR Model for Individual Change"?
You find at least one employee with 0 on Desire — knows the change but doesn't want it. Focus there. In the short term: Within a month of launch, adoption rate exceeds 80% versus the typical 30%.
Is "ADKAR Model for Individual Change" evidence-based?
Yes — it draws on Prosci Change Management (Jeff Hiatt (2003)). ADKAR is Jeff Hiatt's model at Prosci, backed by research across thousands of change projects showing most failure occurs at Desire (not Training as commonly assumed).
Is "ADKAR Model for Individual Change" suitable for beginners?
Its difficulty level is: Advanced. No external tools required — it can be practiced directly inside the app.
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