ADKAR Model

Support individual change through awareness, desire, knowledge, ability and reinforcement.

Use ADKAR Model to support leadership, teams, motivation and organizational change when adoption differs across people or teams. The guide combines a visual one-pager with the model's core elements, application steps, an example and its main limitations.

What is the ADKAR model?

The ADKAR Model describes five outcomes an individual needs for successful change: Awareness, Desire, Knowledge, Ability and Reinforcement. It helps a change team diagnose where adoption is blocked instead of treating all resistance as the same problem.

The logic of ADKAR model connects awareness, desire, knowledge, ability and reinforcement. Define the objective and scope before filling the visual, then record the evidence behind the important claims.

Key elements of ADKAR Model

Read the 5 elements of ADKAR Model as a connected system. A change in awareness can affect reinforcement, so avoid evaluating each part in isolation.

When should you use ADKAR Model?

ADKAR Model is most useful when adoption differs across people or teams, when training has not changed behavior and when a change plan needs an individual-level diagnostic. It works best when the output will influence an actual decision, owner or review.

• When adoption differs across people or teams.
• When training has not changed behavior.
• When a change plan needs an individual-level diagnostic.

Before applying ADKAR Model, define the specific behavior and affected groups. Also define the audience, decision boundary and review point so the analysis can lead to a practical choice.

How to use ADKAR Model step by step

1. Step 1: Define the specific behavior and affected groups.
2. Step 2: Gather evidence for each ADKAR outcome.
3. Step 3: Identify the earliest weak outcome rather than assuming one solution.
4. Step 4: Match communication, involvement, learning or practice to the gap.
5. Step 5: Reinforce the behavior through leaders, systems and feedback.

ADKAR Model provides structure. The quality of the decision still depends on the evidence, assumptions and follow-through placed inside it.

Practical ADKAR Model example

This ADKAR model example connects the analysis to a specific customer, process or economic outcome. Keep that level of detail when adapting the framework to your own decision.

Common ADKAR Model mistakes

• Assuming communication creates desire.
• Confusing knowledge with demonstrated ability.
• Ending support immediately after launch.

These mistakes weaken ADKAR Model because the finished diagram can look more certain than the evidence supports. Mark assumptions clearly and define what would cause the team to change its view.

Limitations of ADKAR Model

• Individual outcomes are influenced by organizational systems, power and culture that need separate analysis.
• Formal ADKAR products and training may be proprietary, so this page is a general educational overview.

Use ADKAR Model at the level of detail required by the decision. Add research or specialist analysis where individual outcomes are influenced by organizational systems, power and culture that need separate analysis. Simplicity is useful only while it preserves the facts that matter.

Compare related frameworks: Kotter's Eight-Step Change Model, McKinsey 7S Framework and Schein Organizational Culture Model.

ADKAR Model FAQ