ADKAR Change Management Model PPT: Learn the Prosci framework for successful change. Download editable slides to plan, implement, and track change effectively. ADKAR Change Management Model is a 16-slide PPT PowerPoint presentation slide deck (PPTX) available for immediate download upon purchase.
Created by Jeff Hiatt, the founder of Prosci® (a global change management services and research company), the ADKAR® model is a powerful tool for change management professionals and leaders who need to motivate change in others. The tool helps in identifying why change is difficult and why some changes succeed while others are unsuccessful. The ADKAR® model was developed based on the outcomes necessary to sustain successful change.
The acronym ADKAR® is based on five building blocks (or elements) that lead to successful change:
These five building blocks of the ADKAR® model are sequential. Change exists at two dimensions: people and business. The ADKAR® change model necessitates both dimensions evolving concurrently. Change often commences at the personal level, but with the support of employees an organization may be able to create fruitful results faster and more easily.
ADKAR® and Prosci® are both registered trademarks of Prosci, Inc.
The ADKAR® Change Management Model offers structured guidance to an otherwise vague change process at the organizational as well as individual level. It delineates an individual’s successful journey through change, aligning naturally with standard Change Management activities. The model provides direction to help plan for change effectively, detailing each step with specific activities associated with leading change.
Implementing change in organizations, businesses, and communities necessitates an understanding of how to influence individual change. The ADKAR® Change Model can be applied to a variety of situations, following a structured approach. Successful change is ingrained by facilitating change at the individual level, ensuring all stakeholders are aligned and committed to the change process.
This PPT slide contrasts 2 dimensions of change management: organizational and people dimensions. The organizational dimension focuses on tangible aspects, outlining steps for implementing a new solution: identifying business needs, defining project scope, designing the solution, developing processes, and implementing the solution. This structured approach aligns with standard project management practices. The people dimension emphasizes human factors, highlighting effective change management practices that engage employees, critical for project success. The slide introduces the ADKAR® model, which outlines 5 key elements for managing change: awareness, desire, knowledge, ability, and reinforcement. Balancing both dimensions is essential for successful change initiatives, as neglecting the people dimension can lead to resistance and project failure.
Organizations must address 2 dimensions of change: the organizational side and the people side. Successful change initiatives require simultaneous focus on both areas. The ADKAR model provides a framework for managing change, highlighting 5 key elements on the people side: Awareness, Desire, Knowledge, Ability, and Reinforcement. Each element is essential for individual transitions during the change process. The organizational side consists of phases: Business need, Concept & design, Implementation, and Post implementation. This structured approach ensures alignment between organizational frameworks and individual experiences. Both dimensions are interconnected and must be managed together for successful transformation.
This PPT slide outlines the application of the ADKAR Model in organizational change, focusing on Awareness and Desire. Effective change requires employee awareness of its necessity; without it, implementation may lack interest and commitment. Clear communication from leadership about the drawbacks of existing systems and the benefits of new software is essential. Awareness campaigns can foster positive employee responses. The Desire component emphasizes that employees must genuinely want to engage in the change process. Skepticism about the change's value can hinder progress, making supervisors vital in addressing concerns and clarifying benefits. Personal motivation among employees is key to successful change initiatives, as individuals must decide to participate based on personal reasons.
The ADKAR Change Management Model outlines 5 critical components for successful change implementation: Awareness, Desire, Knowledge, Ability, and Reinforcement. Awareness emphasizes the necessity for stakeholders to understand the reasons behind the change, serving as the foundation for organizational change. Desire focuses on stakeholders' willingness to engage with and support the change, fostering a positive attitude to overcome resistance. Knowledge highlights the need for stakeholders to understand the change process and its objectives, linked to training and coaching. Ability stresses the importance of developing new skills for effective change implementation. Reinforcement ensures ongoing support and recognition to sustain change, focusing on measuring adoption and providing corrective actions as needed. Each element is interdependent and essential for achieving successful outcomes.
Source: Best Practices in Change Management, ADKAR, Prosci PowerPoint Slides: ADKAR Change Management Model PowerPoint (PPTX) Presentation Slide Deck, LearnPPT Consulting
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Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
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