[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-357720-105":53,"doc-detail-357720-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","adkar-model-overview-ebook","ADKAR Model overview - eBook","","The ADKAR Model provides a structured way to understand and lead individual change within organizations. It explains why successful change requires more than solutions or vision, emphasizing that groups only change when individuals progress. ADKAR stands for awareness, desire, knowledge, ability, and reinforcement, which must be achieved sequentially. The guide connects each milestone to traditional change management activities, shows how to assess progress and address gaps, and frames change initiatives across business and people dimensions.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/adkar-model-overview-ebook/357720/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/adkar-model-overview-ebook/357720.png","ImageObject",442,249,{"name":88,"@type":89},"Taylor Morgan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-28","2026-09-23",true,{"@type":98,"interactionType":99,"userInteractionCount":15},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the ADKAR Model and what problem does it solve?","Question",{"text":108,"@type":109},"The ADKAR Model is a framework for understanding and managing individual change. It helps leaders lead successful change by focusing on how to facilitate change with one person, since organizational change depends on individuals progressing.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the five ADKAR milestones and how should they be handled?",{"text":113,"@type":109},"ADKAR represents awareness, desire, knowledge, ability, and reinforcement. The outcomes are sequential and cumulative, so an individual must progress through each milestone in order, starting with awareness.",{"name":115,"@type":106,"acceptedAnswer":116},"How does ADKAR connect to traditional change management activities?",{"text":117,"@type":109},"Each ADKAR step aligns with common activities and outcomes. For example, awareness connects to early communications, desire to sponsorship and resistance management, knowledge to training and coaching, ability to practice and time with coaching, and reinforcement to measurement, corrective actions, and recognition.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},357720,1791741452,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":40,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":140},1099523885336,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","CONTENTS  \nWHY THE ADKAR MODEL? 3  \nUNDERSTANDING CHANGE AT AN INDIVIDUAL LEVEL 3  \nUSING ADKAR WITH TRADITIONAL CHANGE MANAGEMENT ACTIVITIES 4  \nFRAMEWORK OF A CHANGE INITIATIVE 6  \nTHE BUSINESS DIMENSION OF CHANGE 7  \nTHE PEOPLE DIMENSION OF CHANGE 7  \nHOW TO USE THE ADKAR MODEL 8  \nTHE ADKAR MODEL IN A PERSONAL CHANGE 8  \nTHE ADKAR MODEL IN AN ORGANIZATION 10  \nTHE POWER OF ADKAR FOR MANAGING CHANGE 13  \nADKAR EXERCISE-IMPLEMENTING THE ADKAR MODEL 14  \nADKAR ASSESSMENT 15  \nAPPLYING THE ADKAR ASSESSMENT RESULTS 16  \nACTIONABLE STEPS 16  \nTO CONCLUDE 17  \nWHY THE ADKAR MODEL?  \nChange is often a complex and difficult process. Leading successful change in other people and across whole organizations requires new thinking and new tools. The Prosci ADKAR® Model is a valuable framework for organizational leaders, change managers and project managers to effectively lead a wide variety of changes. The lens of ADKAR reveals both key concepts that influence successful change and actionable insights for implementing these concepts.  \nUNDERSTANDING CHANGE AT AN INDIVIDUAL LEVEL  \nHaving the clearest vision or the most effectively-designed solution to a problem will not, alone, produce successful change. The secret to leading successful change is rooted in  \nProsci and ADKAR are trademarks of Prosci, Inc., registered in the US and other countries  \n© Prosci Inc. All rights [reserved. www.cmcpartnership.com](reserved. www.cmcpartnership.com 3)[ 3](reserved. www.cmcpartnership.com 3)  \nsomething much simpler: how to facilitate change with one person.  \nChange happens at the individual level. In order for a group or organization to change, all the individuals within that group or organization must change. This means that in order to affect change in our organizations, businesses and communities, we must first understand how to affect change one person at a time. The Prosci ADKAR Model is a framework for understanding and managing individual change. It provides structure and tangible guidance for leaders who want to motivate change in others.  \nADKAR is an acronym that represents the five milestones or outcomes an individual must achieve for change to be successfully realized: awareness, desire, knowledge, ability and reinforcement. When applied to organizational change, this model allows leaders and change management teams to focus their activities on what will drive individual change and produce organizational results collectively.  \nThe goals or outcomes defined by ADKAR are sequential and cumulative. They must be achieved in order. For a change to be implemented and sustained, an individual must progress through each of the milestones, starting with awareness.  \nADKAR was initially conceived through Prosci founder Jeff Hiatt’s early research to align traditional change management activities with project goals and results. The ADKAR Model was first used to determine the effectiveness of change management activities like communication and training in achieving desired organizational change results.  \nUSING ADKAR WITH TRADITIONAL CHANGE MANAGEMENT ACTIVITIES  \nThe ADKAR Model outlines an individual’s successful journey through change. Each step of the model naturally aligns to typical activities associated with change management and articulates clear goals for these activities.  \n© Prosci Inc. All rights [reserved. www.cmcpartnership.com](reserved. www.cmcpartnership.com 4)[ 4](reserved. www.cmcpartnership.com 4)  \nFor example:  \n1. Awareness of the business reasons for change. Awareness is a goal/outcome of early communications related to an organizational change.  \n2. Desire to engage and participate in the change. Desire is a goal/outcome of sponsorship and resistance management.  \n3. Knowledge about how to change. Knowledge is a goal/outcome of training and coaching.  \n4. Ability to realize or implement the change at the required performance level. Ability is agoal/outcome of additional coaching, practice and time.  \n5. Reinforcement t","cbCaintQhegKIhhY","https://ap.wps.com/l/cbCaintQhegKIhhY","pdf",3479131,"English","# Contents\n## Why the ADKAR Model?\n## Understanding Change at an Individual Level\n## Using ADKAR with Traditional Change Management Activities\n## Framework of a Change Initiative\n## The Business Dimension of Change\n## The People Dimension of Change\n## How to Use the ADKAR Model\n## The ADKAR Model in a Personal Change\n## The ADKAR Model in an Organization\n## The Power of ADKAR for Managing Change\n## ADKAR Exercise - Implementing the ADKAR Model\n## ADKAR Assessment\n## Applying the ADKAR Assessment Results\n## Actionable Steps\n## To Conclude","[{\"question\":\"What is the ADKAR Model and what problem does it solve?\",\"answer\":\"The ADKAR Model is a framework for understanding and managing individual change. It helps leaders lead successful change by focusing on how to facilitate change with one person, since organizational change depends on individuals progressing.\"},{\"question\":\"What are the five ADKAR milestones and how should they be handled?\",\"answer\":\"ADKAR represents awareness, desire, knowledge, ability, and reinforcement. The outcomes are sequential and cumulative, so an individual must progress through each milestone in order, starting with awareness.\"},{\"question\":\"How does ADKAR connect to traditional change management activities?\",\"answer\":\"Each ADKAR step aligns with common activities and outcomes. For example, awareness connects to early communications, desire to sponsorship and resistance management, knowledge to training and coaching, ability to practice and time with coaching, and reinforcement to measurement, corrective actions, and recognition.\"}]","ADKAR Model overview - eBook | PDF",1790131506,6]