The ADKAR model is a practical, people-focused approach to managing change. It breaks change down into five key steps: Awareness, Desire, Knowledge, Ability, and Reinforcement. Here’s how each step works, with easy examples you can use as a manager or team leader:

Awareness
Make sure your team understands why the change is happening.

  • Example: If your workplace is moving from paper-based processes to a digital system, start by explaining to your team why this is needed. You might share stats on how much time is wasted on paperwork and how digital tools can free up time for more important work.

  • Tip: Use clear communication and real-world examples, not just formal announcements. Encourage questions and feedback so everyone gets the reasons behind the change.

Desire
Help your team want to get on board with the change.

  • Example: After explaining the need for a new CRM system, show your team how it’ll make their jobs easier, cut down on repetitive tasks, and could even lead to better results for everyone.

  • Tip: Listen to concerns, address any worries, and highlight the personal and team benefits. Involve staff in discussions so they feel included and motivated to support the change.

Knowledge
Give your team the info and training they need to succeed.

  • Example: If you’re rolling out Agile methods, organise workshops or bring in an Agile coach to train everyone on the new way of working.

  • Tip: Offer hands-on training, clear documentation, and different learning formats (like videos, guides, or in-person sessions) to make sure everyone knows what’s expected and how to do it.

Ability
Make sure your team can actually put what they’ve learnt into practice.

  • Example: After CRM or Agile training, set up practice sessions or small projects where your team can use their new skills. Sort out any tech issues, like old computers, that might hold people back.

  • Tip: Provide support, encourage questions, and offer extra help to those who need it. Remove barriers and be patient-everyone learns at their own pace.

Reinforcement
Keep the change going so it becomes the new normal.

  • Example: After introducing the new digital system, recognise and reward staff who use it well. Share success stories, monitor progress, and check in regularly to make sure no one slips back into old habits.

  • Tip: Celebrate wins, give feedback, and keep communicating about the benefits of the change. Use regular check-ins or team meetings to reinforce the new way of working.

By following these steps you’ll help your team adapt to change more smoothly and make sure it sticks for the long haul.

Source: Hiatt, J (2006). “ADKAR: A Model for Change in Business, Government and Our Community.” Loveland: Prosci.

Note: “ADKAR” is a trademark Prosci® process (see prosci.com).

Want to know more about navigating change? Let’s talk. Click here to contact me

Download the PDF: ADKAR