[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-357715-105":53,"doc-detail-357715-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-why-the-adkar-model-and-how-to-use-it","ADKAR Model - Why the ADKAR Model and How to Use It","","The document explains the Prosci ADKAR® Model as a practical framework for leading change at the individual level and scaling it to organizational results. It clarifies how successful change depends on five sequential milestones—awareness, desire, knowledge, ability, and reinforcement—and how each milestone aligns with common change management activities such as communication, training, coaching, and measurement. The guide also outlines how to use ADKAR to diagnose gaps, transition employees, and structure change initiatives across both 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-why-the-adkar-model-and-how-to-use-it/357715/",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-why-the-adkar-model-and-how-to-use-it/357715.png","ImageObject",442,249,{"name":88,"@type":89},"Alex Sinclair","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-23",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of the ADKAR Model?","Question",{"text":108,"@type":109},"The ADKAR Model provides a framework to understand and manage individual change so leaders can effectively drive organizational change results through five sequential milestones.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the five milestones in ADKAR, and why must they be sequential?",{"text":113,"@type":109},"ADKAR includes awareness, desire, knowledge, ability, and reinforcement. The milestones are sequential and cumulative, meaning an individual must progress through each stage in order for change to be implemented and sustained.",{"name":115,"@type":106,"acceptedAnswer":116},"How does ADKAR connect to traditional change management activities?",{"text":117,"@type":109},"Each ADKAR milestone aligns with typical change activities: awareness with early communications, desire with sponsorship and resistance management, knowledge with training and coaching, ability with practice and time, and reinforcement with adoption 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},357715,1791719402,{"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":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},1099523882182,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Contents  \nWhy the ADKAR Model? 3  \nUnderstanding Change at an Individual Level 3  \nUsing the ADKAR Model 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 ofthe ADKAR Model for Managing Change 13  \nADKAR Exercise – Implementing the ADKAR Model 14  \nADKAR Assessment 15  \nApplying the ADKAR Assessment Results 16  \nActionable Steps 16  \nConclusion 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 the ADKAR Model 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 something much simpler: how to facilitate change with one person.  \n© Prosci Inc. All rights [reserved. www.prosci.com](reserved. www.prosci.com 3)[ 3](reserved. www.prosci.com 3)  \nChange happens at the individual level. For a group or organization to change, all the individuals within that group or organization must change. This means that 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 collectively drive individual change and produce organizational results.  \nThe goals or outcomes defined by the ADKAR Model 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.  \nThe ADKAR Model 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 the ADKAR Model 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.prosci.com](reserved. www.prosci.com 4)[ 4](reserved. www.prosci.com 4)  \nFor example:  \n1. Awareness of the business reasons for change. Awareness is a goal or outcome of early communications related to an organizational change.  \n2. Desire to engage and participate in the change. Desire is a goal or outcome of sponsorship and resistance management.  \n3. Knowledge about how to change. Knowledge is a goal or outcome of training and coaching.  \n4. Ability to realize or implement the change at the required performance level. Ability is a goal or outcome of additional coaching, practice and time.  \n5. Reinforcement to ensure that change sticks. Reinforcement is a goal or outcome of adoption measurement","cbCaimsyLKIzjyFE","https://ap.wps.com/l/cbCaimsyLKIzjyFE","pdf",17195866,79,"English","# Contents\n## Why the ADKAR Model?\n## Understanding Change at an Individual Level\n## Using the ADKAR Model 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## ADKAR Exercise – Implementing the ADKAR Model\n## ADKAR Assessment\n## Applying the ADKAR Assessment Results\n## Actionable Steps\n## Conclusion","[{\"question\":\"What is the purpose of the ADKAR Model?\",\"answer\":\"The ADKAR Model provides a framework to understand and manage individual change so leaders can effectively drive organizational change results through five sequential milestones.\"},{\"question\":\"What are the five milestones in ADKAR, and why must they be sequential?\",\"answer\":\"ADKAR includes awareness, desire, knowledge, ability, and reinforcement. The milestones are sequential and cumulative, meaning an individual must progress through each stage in order for change to be implemented and sustained.\"},{\"question\":\"How does ADKAR connect to traditional change management activities?\",\"answer\":\"Each ADKAR milestone aligns with typical change activities: awareness with early communications, desire with sponsorship and resistance management, knowledge with training and coaching, ability with practice and time, and reinforcement with adoption measurement, corrective actions, and recognition.\"}]","ADKAR Model - Why the ADKAR Model and How to Use It | PDF",1790131497,28]