Latest blog articles

The ADKAR Model: Building Desire for Change with One-On-One Coaching

In our last post, we talked about the importance of building awareness of the need for a change, the first element in the Prosci ADKAR Model. Now let’s talk about the next ADKAR element, desire.

The ADKAR Model: 5 Obstacles to Building Awareness For Change

I was one of those dogged (or, as I like to think, “passionate”) children who did not change easily once my mind was set. My poor parents had to be prepared with a litigation-worthy defense to dissuade me. “Because I said so” did not fly; I simply had to understand why they wanted me to do something differently in order to consider it.

Individual Barriers to Change and What to do About Them

The ADKAR Model and Employee Behaviors: Learning what to look for during change

The Prosci ADKAR Model is a framework for managing and understanding individual change.

How to Reinforce Change by Celebrating Successes

The final component of a good change management program - reinforcement - is often skipped or overlooked even though it is critical to the long-term, sustained success of a change. There are three essential components in the final phase of change management: collecting and analyzing employee feedback, diagnosing gaps and managing resistance to change, implementing corrective actions and celebrating success. This article focuses on the final stage, implementing corrective actions and celebrating success.

How to Diagnose Gaps and Manage Resistance

The final component of a good change management program - reinforcement - is often skipped or overlooked even though it is critical to the long-term, sustained success of a change. There are three essential components in the final phase of change management: collecting and analyzing employee feedback, diagnosing gaps and managing resistance to change, implementing corrective actions and celebrating success. This article focuses on the second stage, diagnosing gaps and managing resistance to change.

Challenges you may encounter in building A, D, K, A and R

The Prosci ADKAR Model is one of the most requested change management models in the world. By breaking down successful change into five simple steps, change management practitioners around the globe have been able to more effectively make sense of and drive the individual transitions that result in project success. However, building Awareness, Desire, Knowledge, Ability, Reinforcement® is not always easy and can be challenging. This tutorial presents data on and examines common challenges associated with each of the ADKAR elements.

How to Mobilize roles in Change Management

Projects risk potential failure when change management is thought of as only the responsibility of the change management team or resource. This tutorial presents some key points and research-based materials that are useful in preparing people involved in change initiatives for their respective roles in managing change.

Why You Need an Individual Change Model

When we think of change management, we typically envision the actions that we take - communicating, building sponsorship, managing resistance, etc. However, one of the keys to successfully managing change is the use of an individual change model. Understanding how an individual experiences change is critical for change management activities and interventions to be successful.

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