In 1998, Jeff Hiatt developed a practical change tool focused on the people element of change. Most noteworthy, the model was intended to be a coaching and mentoring tool. Above all, the tool would help employees through the change process and determine if activities were having the desired response. The overarching belief is that change begins at the personal level. Hence, the ADKAR model came forward as a bottom-up change management model.
The ADKAR model is based on five key phases that the employee transverses with the first being the awareness of the need for change. Secondly, it is key to understand people’s desire to participate and support the change. Next is the team’s ability to gather knowledge of the change event and their subsequent ability to learn new skills and while managing behavior. The final phase is the reinforcement to sustain the change.
The ADKAR change model has numerous positives starting with the model focuses on leaders helping employees understand, interact with, and carry out changes. The model directs attention to goal accomplishment and it can be adaptable to any corporate structure. On the negative side, the ADKAR model struggles with managing a highly complex change and the model are built for incremental changes and with a narrow focus.
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