ADKAR: The Individual Change Model Explained

The Five Building Blocks of Individual Change

ADKAR describes the five sequential outcomes an individual must achieve for a change to be successful. Each builds on the previous one, and a gap at any stage creates a barrier point.

• A – Awareness: Understanding WHY the change is needed. Without awareness, resistance is guaranteed.
• D – Desire: The personal motivation to participate in and support the change. This is the hardest element—you cannot force desire.
• K – Knowledge: Knowing HOW to change. This is where training fits in—but only after awareness and desire are established.
• A – Ability: Demonstrating the capability to implement the change on a day-to-day basis. Knowledge alone is not enough.
• R – Reinforcement: Sustaining the change over time through recognition, rewards, and accountability systems.

Using ADKAR as a Diagnostic

When employees resist or adoption lags, ADKAR pinpoints the barrier. Is the problem that people don't know about the change (Awareness)? Or do they know but don't want to change (Desire)? The intervention varies dramatically based on the barrier point.