ADKAR Change Model Example
Change is often a complex and difficult process, and it is inevitable. Managing change at the individual and organizational levels requires new thinking, new models of change, and new frameworks and tools to successfully achieve desired change outcomes. the ADKAR model can be applied to a wide range of change types to achieve desired outcomes.
The Prosci ADKAR model is a goal-oriented change management model for guiding individual and organizational change. Created by Prosci founder Jeff Hiatt, ADKAR is an acronym for the five outcomes individuals must achieve to succeed in change. Awareness, Desire, Knowledge, Ability, and Reinforcement
Awareness: Do you know you need to get fit? Articles or TV reports describing the health benefits of regular fitness may raise your awareness.
Desire: Do you have the motivation to start working out? Awareness is not enough to make a change; you need to make a personal decision to engage in this change based on your unique motivation.
Knowledge: Do you know how to work out effectively and safely? To gain knowledge, you can hire a personal trainer, take a fitness class or subscribe to a fitness video. In order to make the change effectively, you need to know how to do it.
Ability: Can you apply your knowledge of ADKAR Reinforcement, an overview of the ADKAR Change Management Model, and the people side of change to fitness? Knowing how to do it and being able to do it are very different. You may need to reschedule other commitments to make time for new behaviors, and you may consider working one-on-one with a counselor or personal trainer to develop your new skills.
Reinforcement: Is there any way you can consolidate your abilities to prevent you from going back to your old habits? Perhaps you have a system for rewarding yourself when you reach certain fitness milestones. Or you may have a workout buddy who makes sure you show up to the gym regularly.
Reference
