The ADKAR model by Prosci
The ADKAR model
by Prosci (1998) helps to deal with the people dimension of change
. It can be used to:
1. Diagnose employee resistance to change.
2. Help employees transition through the change process (coaching).
3. Create an action plan for personal and professional advancement during change.
4. Develop a change management plan for your employees.
The ADKAR acronym holds that efective management of the people dimension of change requires managing five key elements:
of the need to change.
to participate and support the change.
of how to change (and what the change looks like).
to implement the change on a day-to-day basis.
to keep the change in place.
For example, to get started in preparing any change effort, you can score the status of each of the 5 elements from 1-10 and then focus initially on the ones that scored the lowest.